The Associate HR Business Partner (HRBP) provides front-line HR support to leaders and employees across employee relations performance management compensation processes organizational change and policy application. This role supports key talent lifecycle activities including talent reviews succession planning and development initiatives while contributing data-driven insights to improve team effectiveness and employee experience. Working closely with senior HR leaders and HR Business Partners the HRBP identifies emerging workforce issues ensures consistent and compliant HR practices and escalates complex or sensitive matters as needed.
Essential Functions:
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Provide front-line HR support across employee relations performance management compensation processes organizational changes and policy application. Ensure consistent and compliant practices while escalating complex sensitive or high-risk matters to senior HR partners
Support key talent lifecycle activities including talent reviews succession planning and development initiatives by gathering information preparing materials and assisting leaders in assessing talent needs
Assist with organizational design and change initiatives by collecting data preparing analysis and supporting recommendations developed in partnership with senior HRBPs
Leverage workforce data HR metrics and employee feedback to identify trends surface potential concerns and contribute insights that support team effectiveness and employee experience improvements
Provide initial guidance to leaders and employees on employee relations matters including conflict resolution and policy interpretation ensuring consistent application of HR practices and timely escalation when additional expertise is required
Monitor emerging workforce or team issues and provide practical recommendations that balance business needs and employee experience partnering closely with senior HRBPs on complex or sensitive situations
What Youll Need
Education & Experience:
Required Education: Bachelors degree in field relevant to role (or 4 additional years of relevant experience in lieu of a degree)
Required Experience: Minimum 2 years of experience in an HRBP Generalist or similar position
Qualifications & Skills:
Foundational understanding of HR programs workforce planning principles and core people operations
Strong analytical research and organizational skills with the ability to synthesize data and translate insights into clear recommendations
Demonstrated ability to communicate effectively and credibly with leaders at all levels including navigating sensitive complex or highâstakes employee matters
Sound judgment and professionalism when handling confidential sensitive or escalated issues
Ability to balance empathy and objectivity while influencing outcomes and providing thoughtful guidance
Strong written and verbal communication skills with the ability to clearly document issues decisions and next steps
Proficiency in the Microsoft Office Suite (Word Excel PowerPoint) and the ability to effectively use HRIS and other people systems
Applies general knowledge of business developed through education or past experience. Exercises independent judgment in selecting and applying methods to solve problems within established frameworks. Interprets policies and procedures and adapts them to specific situations.
Follows standard practices and procedures to work on problems of limited scope. Supports projects of limited complexity. Demonstrates growing expertise in a defined area with independence.
Operates under general supervision. Receives guidance on objectives but determines approach and prioritization independently. Demonstrates discretion in daily decision making.
Certification/License: PHR or SHRMâCP preferred but not required
What We Do
DCU is the largest credit union headquartered in New England serving more than one million members in all 50 states. With over 1700 team members we strive to make DCU a great place to work with an excellent work-life balance and a community that cares.
DCU is an equal opportunity employer and we value diversity inclusion and equity at our company. We evaluate qualified applicants without regard to race color religion age sex sexual orientation gender identity national origin disability veteran status and other legally protected characteristics.
DCU is not currently offering Visa transfer/ sponsorship for this position.
Expected Pay Range
$75000-$90000
Required Experience:
IC
ScheduleMonday - Friday 8-5 (40 hours)What Youll DoJob Summary:The Associate HR Business Partner (HRBP) provides front-line HR support to leaders and employees across employee relations performance management compensation processes organizational change and policy application. This role supports key...
Schedule
Monday - Friday 8-5 (40 hours)
What Youll Do
Job Summary:
The Associate HR Business Partner (HRBP) provides front-line HR support to leaders and employees across employee relations performance management compensation processes organizational change and policy application. This role supports key talent lifecycle activities including talent reviews succession planning and development initiatives while contributing data-driven insights to improve team effectiveness and employee experience. Working closely with senior HR leaders and HR Business Partners the HRBP identifies emerging workforce issues ensures consistent and compliant HR practices and escalates complex or sensitive matters as needed.
Essential Functions:
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Provide front-line HR support across employee relations performance management compensation processes organizational changes and policy application. Ensure consistent and compliant practices while escalating complex sensitive or high-risk matters to senior HR partners
Support key talent lifecycle activities including talent reviews succession planning and development initiatives by gathering information preparing materials and assisting leaders in assessing talent needs
Assist with organizational design and change initiatives by collecting data preparing analysis and supporting recommendations developed in partnership with senior HRBPs
Leverage workforce data HR metrics and employee feedback to identify trends surface potential concerns and contribute insights that support team effectiveness and employee experience improvements
Provide initial guidance to leaders and employees on employee relations matters including conflict resolution and policy interpretation ensuring consistent application of HR practices and timely escalation when additional expertise is required
Monitor emerging workforce or team issues and provide practical recommendations that balance business needs and employee experience partnering closely with senior HRBPs on complex or sensitive situations
What Youll Need
Education & Experience:
Required Education: Bachelors degree in field relevant to role (or 4 additional years of relevant experience in lieu of a degree)
Required Experience: Minimum 2 years of experience in an HRBP Generalist or similar position
Qualifications & Skills:
Foundational understanding of HR programs workforce planning principles and core people operations
Strong analytical research and organizational skills with the ability to synthesize data and translate insights into clear recommendations
Demonstrated ability to communicate effectively and credibly with leaders at all levels including navigating sensitive complex or highâstakes employee matters
Sound judgment and professionalism when handling confidential sensitive or escalated issues
Ability to balance empathy and objectivity while influencing outcomes and providing thoughtful guidance
Strong written and verbal communication skills with the ability to clearly document issues decisions and next steps
Proficiency in the Microsoft Office Suite (Word Excel PowerPoint) and the ability to effectively use HRIS and other people systems
Applies general knowledge of business developed through education or past experience. Exercises independent judgment in selecting and applying methods to solve problems within established frameworks. Interprets policies and procedures and adapts them to specific situations.
Follows standard practices and procedures to work on problems of limited scope. Supports projects of limited complexity. Demonstrates growing expertise in a defined area with independence.
Operates under general supervision. Receives guidance on objectives but determines approach and prioritization independently. Demonstrates discretion in daily decision making.
Certification/License: PHR or SHRMâCP preferred but not required
What We Do
DCU is the largest credit union headquartered in New England serving more than one million members in all 50 states. With over 1700 team members we strive to make DCU a great place to work with an excellent work-life balance and a community that cares.
DCU is an equal opportunity employer and we value diversity inclusion and equity at our company. We evaluate qualified applicants without regard to race color religion age sex sexual orientation gender identity national origin disability veteran status and other legally protected characteristics.
Find out why DCU has become one of the largest and most successful credit unions in the country, with over one million users and 5,900 co-op shared branches.
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