Senior Human Resources Business Partner bei Bell Bank

Job Summary

The Senior Human Resources Business Partner serves as a strategic advisor and proficient HR resource to leaders and employees across an assigned business unit or region.  As a subject matter expert in Human Resources, this position consults with leaders on HR matters, leads employee relations cases, and partners closely with other HR business lines to ensure consistent values-aligned practices across the organization. The Senior HRBP plays a pivotal role in shaping the employee experience ensuring that people strategies support enterprise-wide initiatives in alignment with Bell Bank’s mission and culture.

Responsibilities

Strategic Business Partnering

• Serve as the primary HR contact for assigned departments or business units, providing guidance on organizational effectiveness, team structure, and change management.
• Lead efforts to design and evolve organizational structures that support scalability, clarity in roles, and alignment with strategic HR, team, and financial goals.
• Translate business objectives into integrated HR strategies that drive performance, engagement, and retention.
• Leverage workforce analytics to diagnose trends, influence decisions, and guide talent initiatives including retention, employee engagement, performance management, and succession planning.

Employee Relations Management

• Conduct objective and thorough investigations into workplace concerns, policy violations, and misconduct, including complex and high-risk matters. Present recommendations that align with company practice and values.
• Identify and mitigate emerging workforce risks by analyzing employee relations data and collaborating with HR leadership.
• Ensure records, communication, and follow-through steps are documented in a detailed and timely manner to internal standards.
• Analyze data and information to identify emerging employment issues and trends.

Coaching & Performance Support

• Provide consultation to employees and leaders related to HR policies and practices to promote a culture of continuous development.
• Guide leaders in delivering feedback, managing performance, and conducting fair and consistent evaluations.
• Coach leaders on handling difficult conversations with empathy and accountability.
• Partner with L&D on development opportunities aligned with performance or leadership needs.

Workplace Accommodations & ADA Support

• Serve as the lead point of contact for workplace accommodations in the assigned area.
• Conduct the ADA interactive process in collaboration with Leave and Legal teams, ensuring timely, respectful resolution.
• Educate leaders on roles and responsibilities in managing accommodations and maintaining compliance.

HR Policy & Compliance Application

• Ensure fair, consistent application of Bell’s HR policies across all areas supported.
• Stay informed of changes in employment law and contribute to policy updates and HRBP training sessions.
• Support internal audits or documentation reviews as assigned.
• Participate, and at times lead, in the development of HR tools, frameworks, and resources.

Team Collaboration & Mentorship

• Partner closely with the HR management team to align on priorities, share feedback, and drive continuous improvement.
• Serve as a mentor and role model for other HR Business Partners across the organization.
• Develop and maintain collaborative relationships with HR partners and other stakeholders
• Participate in special projects, policy review, and enterprise-wide HR initiatives.

Bell Bank Culture, Policy and Accountability Standards:

• Know by name and face as many customers and employees as possible, calling them by name as often as possible.
• Know and practice LOCBUTN, our Golden Rules, and Bell Bank Customer Service Standards.
• Know, understand, and live the company values and bottom line.
• Conduct activities consistent with established Bell Bank policies, procedures and systems, the Bell Bank Employee Conduct policies, the Bank Secrecy Act and all applicable state and federal laws and regulations.
• All employees are responsible for information security, including compliance with policies and standards which protect sensitive information.
• Prompt and reliable attendance.
• Perform other duties as assigned.

Education, Experience, and Other Expectations

• Bachelor’s degree in human resources, business administration, or related field; or equivalent experience.
• 7+ years of progressive HR experience, including 3+ years of direct employee relations responsibility.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Experience supporting senior leaders and/or multiple locations or regions.
• Financial services or other regulated industry experience preferred.

Skills and Knowledge

• In-depth knowledge of employment law and HR best practices (ADA, FMLA, EEOC, FCRA, etc.).
• Strong investigation, documentation, and conflict resolution experience.
• Critical thinker with the ability to analyze information, solve problems, and make reasoned decisions.
• Ability to coach and influence leaders at all levels.
• Excellent written and verbal communication skills.
• High emotional intelligence, discretion, and professionalism.
• Builds strong partnerships and provides sound guidance.
• Maintains accurate, thorough documentation and follow-through.
• Navigates complexity with sound judgment and empathy.
• Operates with humility and partnership across HR and business teams.
• Models Bell’s values and maintains the highest standards of confidentiality and fairness.