What are the responsibilities and job description for the People Business Partner position at TTCU Federal Credit Union?
Position Summary
The People Business Partner serves as a strategic advisor, liaison, and first point of contact for People Operations matters for leaders and employees. This role provides guidance across a wide range of People Operations functional areas—including employee relations, talent acquisition support, workforce data analysis, performance and development, internal mobility, compliance, and special projects. The People Business Partner develops strong professional relationships and collaborates effectively with all levels of the organization to understand workforce needs, department culture, and industry trends.
The People Business Partner partners closely with leaders to develop and implement solutions, programs, and policies that enhance operational efficiency, support organizational growth, and promote an engaging employee experience.
Essential Job Functions And Responsibilities
Strategic Partnership & Collaboration
Educational Requirements
Bachelor’s degree in Human Resources, or related field, required.
Certificates/Licenses
Must have and maintain a valid driver’s license.
Must have a clean driving record; an annual MVR may be pulled to ensure compliance.
Professional Human Resource Certifications (SHRM-CP or PHR), preferred
Experience
Experience in Human Resources with an emphasis in employee relations and/or recruiting: 3 years
Experience in facilitating employee development and/or coaching: 1 year
Position Competencies
Building Relationships - Develops relationships and builds networks; creates a positive impression and builds rapport; adapts approach to interact effectively with others; effectively manages conflict; helps others succeed.
Decision Making - Makes prompt decisions, even when they involve risk; makes difficult decisions, even when they involve tough choices; makes well-informed and considered decisions; takes responsibility for results.
Critical Thinking - Gains an understanding of the situation or problem; evaluates, integrates, and categorizes information to identify issues, patterns, trends, and relationships; challenges assumptions and draws informed conclusions that enable effective approaches and solutions.
Resilience - Works productively under pressure; maintains a positive outlook; controls emotions; handles failure or criticism well and learns from it.
Collaboration - Accepts and appreciates other people; demonstrates courtesy and compassion; supports, encourages, and thanks others; consults, listens, and understands others; promotes diversity and builds morale, team cohesion, and collaboration.
Additional Requirements
Job Knowledge
Work Environment
The People Business Partner serves as a strategic advisor, liaison, and first point of contact for People Operations matters for leaders and employees. This role provides guidance across a wide range of People Operations functional areas—including employee relations, talent acquisition support, workforce data analysis, performance and development, internal mobility, compliance, and special projects. The People Business Partner develops strong professional relationships and collaborates effectively with all levels of the organization to understand workforce needs, department culture, and industry trends.
The People Business Partner partners closely with leaders to develop and implement solutions, programs, and policies that enhance operational efficiency, support organizational growth, and promote an engaging employee experience.
Essential Job Functions And Responsibilities
Strategic Partnership & Collaboration
- Serve as the primary People Operations point of contact for leaders and employees, delivering timely, effective, and solutions-oriented support.
- Build strong, trusted relationships across all organizational levels to support talent and operational needs.
- Gain deep understanding of workforce dynamics, department cultures, organizational structure, and industry trends to proactively advise leaders.
- Recommend new approaches, policies, and procedures to drive efficiency, improve department workflows, and enhance employee experience.
- Partner with Talent Acquisition to support hiring needs, evaluate role requirements, and contribute to successful hiring strategies.
- Oversee development and execution of comprehensive 90-day onboarding plans for new hires and new managers, ensuring a seamless and engaging transition.
- Create, update, and maintain job descriptions and position competencies to support hiring accuracy, performance expectations, and career pathing.
- Support talent development initiatives that attract, motivate, retain, and grow top talent.
- Assist People Operations leadership with employee relations matters, including investigations, corrective actions, disciplinary processes, and performance improvement plans.
- Provide coaching, counseling, and guidance to managers and employees to address concerns, resolve conflicts, and ensure consistent application of company policies.
- Ensure compliance with all relevant employment laws, regulations, and internal policies.
- Proactively identify high risk concerns or emerging employee issues and escalate appropriately.
- Conduct and coordinate exit interviews, analyze trends, and recommend solutions to reduce turnover and strengthen retention.
- Lead performance appraisal process by advising leaders on best practices, documentation, and constructive feedback.
- Oversee the performance appraisal process to ensure consistency, accuracy, compliance, and alignment with company standards.
- Review performance outcomes to identify trends, calibration needs, strengths, development opportunities, and potential performance concerns.
- Facilitate internal promotions and transfers, ensuring alignment with company policies and career progression frameworks.
- Use HR data and reporting tools to analyze trends, identify risks, and recommend improvements in key areas such as retention, compensation, engagement, hiring, and performance.
- Analyze workforce metrics and provide insights to support strategic decision-making and continuous improvement.
- Participate in and lead special projects that support People Operations initiatives, process improvements, or organizational priorities.
- Maintain accurate HR documentation, records, and systems information.
Educational Requirements
Bachelor’s degree in Human Resources, or related field, required.
Certificates/Licenses
Must have and maintain a valid driver’s license.
Must have a clean driving record; an annual MVR may be pulled to ensure compliance.
Professional Human Resource Certifications (SHRM-CP or PHR), preferred
Experience
Experience in Human Resources with an emphasis in employee relations and/or recruiting: 3 years
Experience in facilitating employee development and/or coaching: 1 year
Position Competencies
Building Relationships - Develops relationships and builds networks; creates a positive impression and builds rapport; adapts approach to interact effectively with others; effectively manages conflict; helps others succeed.
Decision Making - Makes prompt decisions, even when they involve risk; makes difficult decisions, even when they involve tough choices; makes well-informed and considered decisions; takes responsibility for results.
Critical Thinking - Gains an understanding of the situation or problem; evaluates, integrates, and categorizes information to identify issues, patterns, trends, and relationships; challenges assumptions and draws informed conclusions that enable effective approaches and solutions.
Resilience - Works productively under pressure; maintains a positive outlook; controls emotions; handles failure or criticism well and learns from it.
Collaboration - Accepts and appreciates other people; demonstrates courtesy and compassion; supports, encourages, and thanks others; consults, listens, and understands others; promotes diversity and builds morale, team cohesion, and collaboration.
Additional Requirements
Job Knowledge
- Intermediate computer skills in MS Office Suite (Word, Excel, Outlook, PowerPoint, Microsoft Teams).
- Ability to independently manage the details of multiple programs and projects, to track activities and meet deadlines.
- Ability to work with confidential information and maintain confidentiality.
- Working knowledge of applicant tracking systems, preferably UKG, social media, and recruiting process workflows.
- Knowledge of state and federal laws and regulations that affect employment.
Work Environment
- Shared work area, i.e., cubicle
- Must be able to remain in a stationary position (e.g., sitting at a desk) for extended periods.
- Occasional movement around the office to attend meetings or collaborate with team members.
- Ability to operate a computer and other office equipment as needed. 
- Occasional travel for meetings, conferences, and industry related events.