Senior Human Resources Business Partner

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Job description

Ameris Bank is a high-performing community bank providing an exceptional customer experience with well trained, empowered employees. At Ameris, we look outside conventional wisdom and processes to find new answers. This means cutting red tape, empowering our people to make decisions at the local level and creating clear paths and easy touchpoints. We represent energy and passion, a steady strength that is bold and assertive, creativity in thinking and problem solving, a scrappy determination and nimble approach to getting things done, a good natured, genuine and approachable way of serving each other and our customers. We look forward to the future, and what this means for you, if you join our team.

The Senior HR business partner (SRHRBP) position is responsible for aligning business objectives with employees and management in designated business units. The SRHRBP will serve as a consultant to management on HR-related issues. The successful SRHRBP will act as an employee champion and change agent. The SRHRBP will analyze and anticipate HR-related needs. Communicating needs proactively with our HR division and business management, the SRHRBP will seek to develop and implement integrated solutions. The SRHRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The SRHRBP will gain and maintain an effective level of business literacy about each business unit's financial position, culture, and competition. The SRHRBP will act as a partner in staffing strategy, employee relations and recruitment efforts with respective business units. Other duties and projects as assigned.

Essential Functions, Duties, and Responsibilities:

• Conducts HR related meetings with respective business units to identify ways to provide HR partnership.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Works with business units to source, interview and fill open positions.
• Manages and resolves complex employee relations issues. Conducts and documents effective, thorough and objective investigations, seeing the process through to resolution.
• Works with legal and risk management as needed to ensure compliance and provide proper guidance on complex situations and decisions.
• Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Works closely with leadership and employees to improve employee engagement, build morale, promote diversity and inclusion, increase productivity and retention; providing metrics and analytical data to leadership to build and support appropriate solutions
• Partners with management on the talent management processes (setting objectives, performance, development, and succession planning) to ensure that employees' levels of performance and capabilities meet current and future standards.
• Provides HR service support for mergers and acquisitions from onboarding employees through post-acquisition.
• Provides HR policy guidance and interpretation.
• Works with management and legal to respond to whistleblower claims and other employee complaints and reports.
• Responds to unemployment claims and attends DOL hearings as needed. Ensures timely response and the best company outcome is obtained.
• Develops offer/compensation terms for new hires, promotions and transfers with management and under company guidelines.
• Partners with management in order to provide guidance and input on business unit restructures and workforce planning.
• Manages respective HR Generalists and other HR staff to ensure proper business partner support and acceptable performance levels are met.
• Identifies learning and development needs for business units and individual, executive-level coaching needs.
• May work with Learning and Development Director to create and facilitate training sessions for employees, as well as evaluating and monitoring the success of training programs.
• Monitor or conduct exit interviews and analyze data; makes recommendations for corrective action and continuous improvement.
• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management and employees accordingly.
• Works with HR team to support various HR project objectives.

Required Knowledge, Skills, and Competencies:

Competencies

1. Human Resources Capacity
2. Problem Solving
3. Project Management
4. Communication Proficiency
5. Strong HR Consulting Skills
6. Change Agent
7. Performance Management
8. Recruitment and Staffing Strategy and Execution
9. Business Acumen
10. Personal Effectiveness/Credibility
11. Flexibility
12. Initiative
13. Innovative
14. Handle multiple concurrent tasks

Other

• Ability to deal effectively with ambiguity, recognize trends, and identify approaches to solving problems within the business unit this position supports.
• Ability to work independently to analyze data and provide management and business unit with constructive recommendations.
• Intermediate proficiency using Microsoft Office software including Outlook, Word, Excel and PowerPoint.
• Strong knowledge and experience with HRIS and other applications used in the Human Resources division.
• Ability to handle stressful situations with grace and diplomacy.
• Ability to stay neutral in difficult employee relations issues.
• Collaborative decision-making skills and ability to work cooperatively with others both within the HR division and within the business units this position supports.
• Experience and knowledge in one-on-one coaching and group conflict resolution, effective negotiation and conducting internal investigations.
• Ability to exercise sound judgment and make decisions in a manner consistent with the primary job functions.

Industry and Work Experience:

• Minimum of 5-10 years' experience resolving complex employee relations issues.
• Minimum of 5-10 years working knowledge of multiple human resource disciplines including HR consulting, compensation practices, organizational diagnosis, staffing, employee relations, diversity, performance management, federal and state employment laws.
• HR experience in financial services preferred.
• Demonstrated expertise working with leaders in areas of organizational design, change leadership, strategy alignment, culture, building a diverse workforce, and high-performance team development, across multiple and sometimes widespread locations and at companies with middle-to-large sized employer of 1,000+ employees.
• Progressive HR Business Partner experience, to include supporting multiple lines of business and locations, in areas including HR policy and procedures development, knowledge of national/local law in a competitive fast-paced industry, preferably banking or related financial industry. (Mortgage experience required for HR Business Partner supporting Mortgage line-of-business.)

Academic:

• High school diploma or GED required
• Bachelor's degree in HR, business, or related field preferred or minimum 10 years HR related experience
• HRCI PHR or SPHR, and SHRM-CP or SHRM-SCP designation preferred

Disclaimer:
The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required for the position.
All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing..... click apply for full job details