VP, Human Resources Business Partner chez Lendistry

A Day in the Life

As a VP, Human Resources Business Partner (“VP, HRBP”), you will work with Executive Leadership to align HR strategies, Corporate metrics and departmental business objectives. Reporting directly to the SVP, Human Resources, you will be responsible for developing and implementing HR initiatives that support organizational growth, employee engagement, and performance management. The VP, HRBP plays a crucial role in driving HR initiatives, fostering a positive work culture, and ensuring compliance with employment laws and regulations. Some travel may be required. 

Lendistry: Who We Are

We’re proud to be the nation’s largest minority-led, tech-savvy lender for small businesses and commercial real estate.  As a certified Community Development Financial Institution (CDFI) and Community Development Entity (CDE), our mission is all about creating economic opportunities and fueling growth for small business owners and their communities.  Join us as we pave the way with innovative financing and financial education!

What You’ll Be Doing

Strategic HR Leadership:

• Consult and assist in the implementation of HR strategy, programs and policies across multiple client groups, including talent identification, performance management, employee relations, compensation, reward and recognition, succession planning, organization and staff development, leadership/bench strength development, staffing, EEO and other areas within the HR body of knowledge.
• Diagnose organizational needs and develop practical, creative/innovative, data-driven solutions to increase team and organizational performance and advance the business strategy.
• Ensure solutions are effectively implemented and sustained.
• Supporting and partnering with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion and organizational effectiveness to support talent strategies.
• Organize, prioritize, plan, schedule, and execute Business Unit/Division/Corporate HR projects and initiatives.
• Supporting and partnering with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion and organizational effectiveness to support talent strategies.
• Analyzing and concisely presenting information to the management team to enable business growth and sound decision making.
• Providing business insight through data analysis, research and benchmarking.
• Playing a key role in the company’s transformation by reinforcing a culture of growth, innovation and collaboration through the application of human capital strategy, tools and processes.
• Supporting and enabling leaders to make informed decisions about talent and holding their organizations accountable for business results.
• Project managing multiple HR projects to include planning, organizing, implementing, and completing the projects simultaneously on topics within various HR work streams.

Talent Management and Development:

• Oversee talent acquisition strategies to attract and retain top talent.
• Drive performance management processes, including goal setting, performance evaluations, and career development planning.
• Partner with managers to identify skill gaps and develop training programs to enhance employee capabilities.
• Champion diversity, equity, and inclusion initiatives to foster a culture of belonging and respect.

Employee Relations and Engagement:

• Serve as a trusted advisor to senior leadership and managers on employee relations matters, including conflict resolution, disciplinary actions, and grievance procedures.
• Conduct employee investigations regarding employee grievances and complaints and submit final resolution and recommendations to SVP, Human Resources.
• Foster a positive work environment by promoting employee engagement initiatives, recognition programs, and employee wellness initiatives.
• Conduct regular employee feedback sessions and surveys to assess morale and address areas for improvement. 
• Conduct exit interviews to gather feedback aimed at improving the quality of the working environment and team.

Change Management and Organizational Development:

• Coach and train the HR Business Partner team in translating business needs into HR initiatives and programs.
• Support and partner with HR colleagues in operations, talent acquisition, compensation and benefits, employee relations, diversity and inclusion and organizational effectiveness to support talent strategies.
• Lead change management initiatives related to organizational restructuring, mergers and acquisitions, or other business transformations.
• Provide guidance and support to leadership and employees during times of change to ensure successful transition and adoption of new processes or systems.
• Drive organizational development efforts to build leadership capabilities, enhance team effectiveness, and foster a culture of continuous improvement.

HR Analytics and Reporting:

• Utilize HR metrics and data analytics to measure the effectiveness of HR programs and initiatives assigned to HRBP’s.
• Provide insights and recommendations based on data analysis to drive informed decision-making.
• Utilize dashboards and reports to track key HR metrics such as employee turnover, engagement, and performance.

Your Areas of Knowledge and Expertise

• Bachelor’s degree in human resources, business administration, or related field; Master’s degree preferred. 
• Experience (typically 10+ years) in human resources leadership roles, with a focus on HR business partnering. 
• Strong understanding of employment laws, regulations, and HR best practices. 
• Proven history of developing and implementing HR strategies that drive business results. 
• Excellent leadership and communication skills, with the ability to influence and collaborate effectively at all levels of the organization. 
• Analytical thinker with the ability to anticipate future trends and proactively address HR challenges. 
• Experience leading and developing high-performing teams. 

COMPENSATION RANGE

The US base salary range for this full-time position is $130,000 - $160,000 annually.

Our salary ranges are determined by role, level, and location.

The range displayed on each job posting reflects the minimum and maximum base salary for new hires for the position across all US locations.  Within the range, individual pay is determined by multiple factors like job-related skills, experience, and state of residence.  Your recruiter can share more about the specific salary range during the interview process.

Please note that the compensation details listed in US role postings reflect the base salary only, and do not include any variable compensation elements.

PHYSICAL REQUIREMENTS

This is a stationary position that requires frequent sitting (approximately 95%), repetitive wrist motions, grasping, speaking, listening, close vision, and the ability to adjust focus. It also may require occasional standing, lifting, carrying of 20lbs or less, walking, kneeling, bending/stooping, twisting, pulling/pushing, and reaching above the shoulder. Employees in this position must be physically able to efficiently perform the essential functions of the position.