Human Resources Business Partner

Description

WHO WE ARE

City First Bank N.A. is a mission-driven Community Development Financial Institution (CDFI) principally focused on a transformative impact in underserved, urban markets with the highest needs to drive equitable economic development. Our credit activities are purely commercial and focused on the following segments: Multifamily Affordable Housing, Not-for-Profit Finance, and Small Business Finance. As a depository and commercial lending provider with over $1.3 billion in bank assets as of December 31, 2024, our unified organization has over 100 employees in Washington DC and Los Angeles/Inglewood, CA.

ROLE SUMMARY

The Human Resources Business Partner (HRBP) is the primary point of contact between business leaders and the HR function, providing both strategic partnership and hands-on support. As the sole HRBP in the organization, the HRBP serves as a strategic advisor, change agent, employee advocate, and operational practitioner. This role requires deep expertise in employee relations and performance management, along with working knowledge of HR administration, payroll, and total rewards.

The HRBP plays a critical role in supporting frontline and senior leaders, ensuring alignment of people strategy with the bank’s mission, and fostering a high-performance, values-driven culture.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

Strategic Advisor

• Partner with the CHRO and business unit leaders to translate organizational strategy into HR priorities.
• Provide guidance on organizational design, workforce planning, succession planning, and leadership development.
• Leverage HR metrics and analytics to inform decision-making and track outcomes.

Change Agent

• Lead/support change management efforts for organizational shifts, restructures, or new initiatives.
• Recommend and implement HR best practices to improve processes, compliance, and employee experience.

Employee Advocate

• Serve as the first point of contact for employee relations concerns; conduct investigations and ensure fair, consistent resolution.
• Coach managers on performance management, feedback, progressive discipline, and recognition practices.
• Ensure employee voice is heard and integrated into continuous improvement efforts.

Operational Practitioner

• Partner with the HR Administrator and Director of Performance & Development on payroll, benefits, compensation, and rewards processes to ensure accuracy and compliance.
• Support annual processes such as performance reviews, engagement surveys, and compensation cycles.
• Assist with HR policy updates, compliance reviews, and regulatory reporting.
• Provide day-to-day HR guidance to employees on policies, benefits, leave, and related inquiries.

Requirements

EDUCATION & EXPERIENCE

Required Education/Experience:

• Bachelor’s degree in HR, Business, or related field (Master’s strongly preferred).
• 7 years progressive HR experience, with at least 3 years as an HRBP or HR Generalist with heavy ER/performance focus.
• Proven expertise in employee relations, investigations, and performance management.
• Experience with payroll/benefits administration and exposure to compensation or total rewards.
• Strong business acumen with the ability to partner effectively with executives and frontline leaders.
• Excellent communication, facilitation, and influencing skills.
• Ability to thrive as the only HRBP in a lean, collaborative HR team environment.

Preferred Education/Experience:

• 3 years’ experience in commercial banking

CERTIFICATIONS

• HRCI or SHRM certification preferred

KNOWLEDGE, SKILLS, AND ABILITIES

Required Knowledge & Skills:

• Strong knowledge of federal, state, and local employment laws and regulations (FMLA, ADA, FLSA, EEO, etc.).
• Deep expertise in employee relations, investigations, and performance management practices.
• Understanding of compensation and benefits principles, payroll processes, and HR compliance frameworks.
• Knowledge of HR systems/HRIS platforms (Workday, ADP, Paylocity, or similar).
• Familiarity with banking services HR practices, regulatory environment, risk management considerations.
• Exceptional communication and interpersonal skills; able to engage with all levels of the organization.
• Strong facilitation and coaching skills with frontline and senior leaders.
• Analytical skills to interpret HR metrics, identify trends, and recommend solutions.
• Conflict resolution and negotiation skills to handle sensitive ER issues fairly and effectively.
• Strong organizational and project management skills managing multiple priorities in a fast-paced environment.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) and HRIS tools.
• Ability to build trust, credibility, and influence across diverse stakeholder groups.
• Ability to balance strategic thinking with hands-on execution in a lean HR team.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Ability to interpret and apply complex employment law and policy to real-world situations.
• Ability to adapt quickly to change, provide guidance during organizational transitions, and serve as a role model for resilience.
• Ability to align HR practices with the bank’s mission, values, and community impact goals.