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Sr. Human Resources Business Partner
Banc of California
Santa Ana, CA, United States
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Description
Since 1941, Banc of California (NYSE:BANC) has provided full-service banking and lending to individuals and their businesses, families and employees throughout California and across the West.
Today, with over $10 billion in consolidated assets, we are large enough to meet our clients’ banking needs, yet small enough to care and serve them well. Banc of California’s strong balance sheet, deep community roots and commitment to lasting and meaningful relationships are the foundation for its long record of success.
JOB SUMMARY:
Responsible for providing strategic Human Resources advice and recommendations to the business managers and employees. Will have measurable impact on business results through human capital initiatives, programs, and consultation. A broad understanding of the development and execution of HR strategies that aligns with business and company goals. Will partner and collaborate with subject matter experts in all functional HR areas, including training, recruiting, compensation, and payroll. Performs all duties in accordance with the company’s policies and procedures, all U.S. state and federal laws and regulations, wherein the company operates.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
1. Work with senior HR leaders and business management to build effective leadership strategies and consult on effective team member engagement and management practices throughout the organization.
2. Consult with senior HR leaders and business management and act as a strategic partner in the identification of organizational design opportunities and talent management strategies.
3. Provide advice to proactively identify opportunities for HR recommendations related to all business strategy issues and changes.
4. Build relationships of trust and have a clear point of view informed by own insights, business acumen, best practices, and industry trends.
5. Develop a strong understanding of the business functions and use data, metrics, and analysis to make informed decisions, build the business case for HR programs, align HR strategy with corporate and business goals, and assess the performance of HR programs.
6. Identify and manage HR risks to the organization, including the application and implementation of HR policies and procedures, as well as compliance and regulatory guidelines.
7. Support the business units with the management development of their employees and provide advice, guidance, and ad-hoc training.
8. Work with the business units to establish and introduce systems that identify employees with high potential and develop career paths in consideration of key roles for succession planning and self-development.
9. Provide project management support and HR expertise to the assigned client group with specific HR and talent management-related projects.
10. Embed a performance management culture within the assigned client group as a means of driving business improvement by ensuring clear objectives, feedback, and the improvement of customer service through behaviors aligned with the organization’s values.
11. Provide training and coaching as required in the handling of employee issues, disciplinary action, and terminations.
12. Work with the business to manage employee relations. Research, investigate, and advise on employee relations issues.
13. Identify gaps in existing HR policies and contribute to the development of new HR policies and procedures. Consult with and deliver new and amended policies and procedures into the business units.
14. Facilitates annual salary review processes with management.
15. Through the career development process, identify individual and collective learning and development needs, and feed these back to HR for action.
16. Answer general questions and inquiries from business units in various areas of HR.
17. Maintain applicant databases and employee records, and provide information to employees on matters pertaining to personnel forms and records.
18. Collaborate with the HR team members to design, plan, and implement global HR initiatives in support of the Company. .
19. Manage timely and efficient resolution of compliance and liability issues such as: complaints regarding alleged misconduct, harassment, discrimination, retaliation, bullying, timekeeping, payroll, and wage-hour issues.
20. Interpret policies, procedures, and other programs to meet business needs and comply with applicable laws.
21. Maintain current knowledge of company policies and procedures, Employee Handbook, benefit plans, compensation plans, and legal requirements.
22. Answer telephones and emails in a timely manner and/or refer the same to proper Company personnel.
23. Manage the development, enhancement, and support of HR-related products, services and programs of a diverse nature.
24. Gather and calculate data and prepare reports for senior management as requested; ensure reports are accurate, complete, and prepared on schedule.
25. Maintain a high level of confidentiality.
26. Place personnel documents in in employee personnel files and record books; set up and maintains required central files and tracking logs.
27. Actively involved in instilling and maintaining a professional work environment within the Company; assists managers and supervisors in coordinating available resources (e.g., staff, materials, etc.) for maximum results.
28. Treat people with respect; keep commitments; inspire the trust of others; work ethically and with integrity; uphold organizational values; and accept responsibility for own actions.
29. Follow policies and procedures; complete tasks correctly and on time; support the company’s goals and values.
30. Demonstrate knowledge of and adherence to EEO policy; show respect and sensitivity for cultural differences; educate others on the value of diversity; promote working environment free of harassment of any type; build a diverse workforce and supports affirmative action.
31. Perform the position safely, without endangering the health or safety to themselves or others and will be expected to report potentially unsafe conditions. The employee shall comply with occupational safety and health standards and all rules, regulations and orders issued pursuant to the OSHA Act of 1970, which are applicable to one’s own actions and conduct.
32. Perform other duties and projects as assigned.
Banc of California is an equal opportunity employer committed to creating a diverse workforce. All qualified applicants will receive consideration for employment without regard to age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), denial of Family and Medical Care Leave, disability (mental and physical) including HIV and AIDS, marital status, medical condition (cancer and genetic characteristics), genetic information, military and veteran status, national origin (including language use restrictions), race, sex (which includes pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, gender expression, and sexual orientation.
Qualifications
ESSENTIAL KNOWLEDGE, SKILLS, AND ABILITIES:
• Demonstrates knowledge of, adherence to, monitoring and responsibility for compliance with state and federal regulations and laws as they pertain to this position including but not limited to the following: Regulation Z (Truth in Lending Act), Regulation B (Equal Credit Opportunity Act), Fair Housing Act (FHA), Home Mortgage Disclosure Act (HMDA), Real Estate Settlement Procedures Act (RESPA), Fair Credit Reporting Act (FCRA), Bank Secrecy Act (BSA) in conjunction with the USA PATRIOT Act, Anti-Money Laundering (AML) and Customer Information Program (CIP), Right to Financial Privacy Act (RFPA, state and federal) and Community Reinvestment Act (CRA).
• Strong ability to translate business strategy into HR Initiatives.
• Proven leadership skills, including decision facilitation, influence strategies, and change management.
• Proven ability to provide valued consultation, build partnerships, coach and influence senior leadership team, playing the role of trusted advisor.
• Strong knowledge of HR, labor and employment laws, related state and federal laws and regulations, and other Company policies and procedures.
• Excellent social skills to deal with management and employees on matters of a confidential or sensitive nature, as well as to ensure successful partnership between HR and the business unit.
• Proven ability to effectively train and instruct others in a formal classroom or one-on-one environment.
• Ability to read, analyze, and interpret general business periodicals, professional journals, and technical procedures.
• Excellent organizational and time management skills, with the ability to provide leadership, supervision and training for one or more employees using positive supervisory techniques to ensure maximum productivity; demonstrated ability in organization and delegation skills.
• Basic skills in computer terminal and personal computer operation; mainframe computer system; word processing, typing and spreadsheet software programs to meet the needs of the position.
• Intermediate math skills; ability to calculate interest, commissions, proportions, and percentages; balance accounts; add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions and decimals; locate routine mathematical errors; compute rate, ratio and percent, including the drafting and interpretation of bar graphs.
• Exceptional verbal, written and interpersonal communication skills, with the ability to apply common sense to carry out instructions and instruct others, train personnel, write reports, correspondence and procedures, and speak clearly to customers and employees.
• Thorough understanding of management procedures; ability to plan department or Company activities (setting objectives, developing strategies, budgeting, and developing policies and procedures); initiative to organize various functions necessary to accomplish department or Company activities; effectively staff (selecting, training and developing employees); directing employees towards the desired objectives (delegating, motivating, resolving problems); controlling the function (developing performance standards, measuring results, taking corrective action and rewarding employees as appropriate).
• Ability to deal with complex problems involving multiple facets and variables in non-standardized situations.
• Ability to work with no supervision while performing duties.
EDUCATION, EXPERIENCE AND/OR LICENSES:
• Bachelor’s degree or equivalent from a college or university preferred; or 5+ years of HR experience, with at least 4 in a client-focused HR Business Partner role, preferably in the financial services industry.