Hr Business Partner, Plano

HR Business Partner
Take your career to the next level!
In the last few years our goal has been expansion, creating growth opportunities for many of our team members.
Not only are we serious about growth, but we are also serious about helping our customers during hard financial times.
We take pride in providing solutions and offering a helping hand, not only to our customers but also to the communities we serve.
As we continue to expand and grow into a national leader in consumer financing, we invite you to consider joining our team.
If you're passionate about making a meaningful impact in people's lives and bringing a personal touch to finance, we'd love to have you on board!
Job Purpose
The HR Business Partner role is a thought leader driving change in creating a positive team member experience, building leadership capability, while aligning HR objectives with business goals.
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in the field and corporate office.
The HRBP ensures that the human resource programs support the long-term goals of the company.
The position formulates partnerships across the HR function to deliver value-added service to management and team members that reflects the business objectives of the organization, its culture and its competition.
Duties and Responsibilities
HR Business Partner
Partners closely with leadership to understand and execute the organizations human resource and talent strategy particularly as it relates to, retention, and succession planning.
Researches, analyzes data and prepares quarterly reports on HR trends, new HR project suggestions, and current program goals and progress.
Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and team members to improve work relationships, build morale, and increase productivity, and retention.
Work with leadership to monitor the performance of underperforming Team Members
Create, track, monitor, and publish Performance Appraisal data base and dashboard for all Team Members
Work with Operations to develop career paths for key positions
Develops, reviews and assist with revision and creation of appropriate company policies and procedures and assists with corporate communications.
Handles employment-related inquiries from employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Build a strong consultative relationship with field management and becoming a trusted advisor and focused on seizing opportunities and driving strategy.
Coach and provide advice to company leaders and team members regarding strategic and complex organizational and team member issues while providing proactive and pragmatic solutions
Use and request data strategically -- understand when and what type of data will assist in making smart, informed decisions.
Interpret complex analyses and tie back to business priorities
Ensure inclusion, diversity, equity and accessibility are integrated into talent practices at all levels
Works closely with Director of Talent Management and the Senior Manager of HR Operations to identify development needs for the business and Team Members.
Collaborates with departmental managers to understand the skills and competencies required for succession planning
Implements employee recognition programs and assist in employee engagement
Provide guidance to management and employees on human resources issues, employment law, and develop new programs and initiatives to meet management needs
Generate solutions and implements with input from more senior HR teammates
Anticipate and plan for long-term human resource needs and trends in partnership with business management
Assist in the formulation of objectives for personnel policies & procedures and manpower goals
Performs other related duties as assigned.
Evaluate and interpret data trends, synthesizing findings into executive-level summaries that inform strategic decision-making
Minimum Qualifications
5-7 years progressive human resources manager/generalist experience or equivalent combination in a fast paced environment.
2+ years' experience leading and developing high performing HRBP teams
Experience managing or consulting with a large client base
Self-starter: Able to challenge the status-quo constructively.
Intellectually agile, self-confident, and highly articulate
Must pass pre-employment screenings.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
Preferred Qualifications
Bachelor's degree preferred.
PHR or SPHR preferred.
Critical Competencies
Solid knowledge of laws, court procedures, government regulations, agency rules and processes.
Innovative mindset
Adaptive leadership
Relationship management
Ethical practice
Global & Cultural Awareness
Strong knowledge of business and management principles involved in strategic planning, human resources modeling, leadership technique, and coordination of people and resources.
Strong interpersonal and communication skills both verbal and written.
Ability to multitask, effectively manage time and meet daily, monthly and yearly deadlines.
Computer proficiency; specifically using Microsoft Office and HRIS software
Working conditions
This position will require travel.
Regional is an equal opportunity employer and does not discriminate on the basis of race, color, religion, creed, national origin, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, transgender status, age, disability, genetic information, veteran status, uniform service, or any other characteristic protected by applicable law ("Protected Characteristics").
Regional's policy of non-discrimination applies to all phases of the employment process and relationship, including, but not limited to, recruitment and selection; compensation and benefits; professional development and training; promotions and opportunities; transfers; social and recreational programs; layoff; and terminations.