Human Resources Business Partner

At SECU, we put our employees first, recognizing that their well-being and professional development are vital to our success. By fostering a supportive and empowering work environment, our employees are committed to helping members achieve long-term financial security. They are also inspired to give back to the communities we serve by volunteering and spreading kindness, which reflects our core values and who we are as an organization.

Every employee at SECU contributes to our members’ financial well-being, and we’ll always do what’s right for our members, employees, and communities.

Feel good about what you do. Belong to a place where you matter and can make a difference.

The Human Resources Business Partner (HRBP) serves as a strategic partner to assigned departments or business units, providing expert guidance and support across all facets of Human Resources. In this role, the HRBP partners closely with leadership to align people strategies with SECU’s organizational goals, fostering a high-performance culture and enhancing overall business effectiveness. This position plays a critical role in supporting leadership, strengthening workforce engagement, and ensuring that HR initiatives contribute to a positive employee experience. As a collaborative member of the HR team, the HRBP will partner with the team members to address HR related matters and contribute to organization-wide initiatives.

This position requires a solution-oriented professional with exceptional interpersonal and communication skills, a deep understanding of HR best practices, and the ability to influence and build trust across all levels of the organization. A strong business acumen and a passion for supporting a positive, inclusive workplace culture are essential to success in this role.

The HRBP adheres to regulations and organizational policies, maintaining awareness and knowledge required to perform the duties of the position, including all aspects of the Bank Secrecy Act and related regulations, such as OFAC, and the USA Patriot Act, Fair Lending and Information Security.

• Builds effective partnerships with leaders in assigned business areas to understand operational needs, workforce priorities, and employee concerns.
• Advises and coaches leaders on people matters, including employee communication, performance expectations, documentation, conflict resolution, policy interpretation, and consistent decision-making.
• Provides practical tools, talking points, and guidance that help leaders effectively manage employees and teams.
• Identifies workforce trends and recurring concerns, recommends practical actions, and escalates matters involving significant risk, policy exceptions, serious allegations, legal uncertainty, or issues outside delegated authority.

• Provides guidance to managers and employees on workplace concerns, conflict resolution, and the consistent application of HR policies.
• Conducts timely and objective investigations into employee complaints, policy concerns, and workplace issues within assigned scope.
• Partners with leaders on performance and behavioral concerns, including coaching, documentation, performance improvement, and corrective action when appropriate.
• Assesses consistency and risk, coordinates with HR leadership, Legal, Compliance, or other partners when escalation is appropriate, and maintains appropriate documentation and confidentiality.
• Reviews employee relations themes to identify opportunities for manager education, process improvement, and proactive support.

• Partners with leaders to assess current and future workforce needs, identify potential staffing gaps, and recommend strategies aligned with business objectives.
• Supports talent reviews, succession planning, performance management, skills assessments, and employee development activities.
• Helps leaders identify retention opportunities and appropriate development actions for employees.
• Reviews turnover, engagement, workforce, and other available HR data to identify trends and provide practical observations and recommendations.
• Supports initiatives that strengthen employee engagement, inclusion, and the overall employee experience, and connects leaders and employees with appropriate development resources.

• Partners with leaders to support organizational changes, including restructuring, departmental transitions, and changes in reporting relationships.
• Provides guidance on the employee impact of organizational changes, including communication, workforce considerations, and policy implications.
• Supports leaders in developing and implementing change management strategies that promote employee engagement and minimize disruption.
• Identifies potential employee relations risks associated with organizational changes and recommends appropriate solutions.

• Partners with Talent Acquisition and business leaders to clarify role requirements, workforce needs, and hiring priorities.
• Supports leaders in developing and maintaining accurate job descriptions and role expectations.
• Participates in recruiting intake discussions and supports internal mobility and career development conversations.
• Provides business context to Talent Acquisition and other HR partners throughout the hiring process.

• Applies HR policies and practices consistently and considers employee, operational, compliance, and organizational risk when providing guidance.
• Supports required HR and employment-related compliance activities and coordinates with designated subject matter experts as needed.
• Manages the end-to-end NMLS/SAFE Act process, including registration, renewals, ongoing monitoring, recordkeeping, and regulatory compliance activities.
• Independently conducts NMLS audits and reconciliations, addresses identified discrepancies, and coordinates with HR support staff, Compliance, Internal Audit, and business partners as needed.

• Uses HR systems and workforce data to support business-partner responsibilities, reporting, and informed decision-making.
• Reviews employee and organizational data for accuracy and coordinates corrections with HR Operations, HRIS, Payroll, or other appropriate owners.
• Provides routine workforce information and insights to leaders, including relevant turnover, headcount, and employee trend information.
• Supports employee and manager navigation of HR systems and processes and directs technical or administrative issues to the appropriate resource.
• Participates in HR process improvements, system testing, and process documentation while maintaining accurate records and confidentiality.

• Bachelor’s degree in Human Resources or related field required.
• Master’s degree preferred.
• PHR or SHRM-CP certification required. SPHR or SHRM-SCP certification preferred.
• Minimum of 7 years’ experience in Human Resources capacity or an equivalent combination of education and experience.
• 5+ years of experience in working with Human Resources Information Systems, ADP software products, highly desired.
• 3+ years of experience providing strategic human resource generalist support.

• Understands core business principles, including how organizational strategy, financial performance, and operational decisions intersect with workforce outcomes.
• Demonstrates the ability to think beyond HR practices to understand how people-related decisions impact productivity, risk, cost, and long-term business results.
• Interprets business and workforce data to identify patterns, assess implications, and inform sound judgment.
• Understands the regulatory and risk environment in which the organization operates and considers these factors when evaluating people-related decisions.
• Applies critical thinking and sound judgment to weigh competing priorities and tradeoffs from a business perspective.
• Communicates with business leaders using practical, results-oriented language that reflects an understanding of their operational realities.
• Recognizes how organizational structure, leadership capability, and talent strategies enable or hinder business performance.

• Must be able to remain in a stationary position, often standing or sitting for prolonged periods
• Must be able to lift up to 25 pounds

Compensation Information: Below is the full salary range for Grade H. Offers will be commensurate with experience and education. Please Note: We typically hire at or below mid-point, which is $115,100 for this role.

• Salary: Min. $88,500 – Max. $141,700

Other Compensation Includes:

• Annual corporate-wide incentives

We provide comprehensive benefits, with a focus on total well-being:

• Medical, vision, dental benefits
• 401k plan with company matching
• Generous sick, vacation and personal leave
• And more...2026 SECU Benefits Guide

SECU is committed to fostering a diverse, equitable, and inclusive workforce where all individuals are valued and respected. We take pride in providing equal opportunities for all qualified applicants regardless of race, ethnicity, national origin, gender, sexual orientation, gender identity or expression, religion, military or veteran status, or any other characteristics protected by law.