The Human Resources Business Partner I (HRBP) is an employee champion that aligns business objectives with HR initiatives in designated business units. The HRBP develops and maintains relationships within all levels of the organization. Provides advice, counsel and resolution regarding people practices, policies, and employment laws. Supports the Human Resources team with engagement and performance development initiatives. Works with a diverse group of employees at all levels of the organization while maintaining confidentiality.

• Create strong partnerships with leaders and employees to impact employee engagement, productivity, and retention.
• Act as strategic liaison between Human Resources and the business units to attract, develop, reward and retain top talent.
• Promote a strength-based culture and collaborate with leaders to create a positive and inclusive environment where team members feel they belong by facilitating and driving open communication and navigating conflict management leading to high performing teams.
• Analyze data to identify trends, research best practices, and prepare recommendations regarding strategic initiatives, employee engagement, retention, and emerging issues.
• Partner with leaders on team members performance development, including but not limited to, goal setting, individual development plans and performance feedback; advise and support leaders regarding performance management and separation processes.
• Consult with leaders regarding people practices and policies; support leaders in clearly communicating goals and expectations to employees, providing timely feedback as well as contributing to our strengths-based culture.
• Advise leaders on coaching and counseling employees, progressive discipline, engagement, leaves of absence, accommodations, career and succession planning as well as diversity, equity and inclusion strategies.
• Proactively identify, evaluate, develop, and facilitate training and education programs and role-based training to improve the overall employee experience, in partnership with the Learning and Development team.
• Partner with employees and management to interpret handbook policies as well as communicate policies, procedures, laws, standards, and government regulations.
• Coach and advise employees and management through sensitive Human Resources issues to resolve conflict and seek workable solutions; conduct individual and/or group facilitations to foster effective communication and healthy workplace relationships among employees and management.
• Conduct and resolve complex employee relations issues including conducting effective, objective, and thorough investigations.
• Conduct exit interviews with employees leaving the organization, using data to make recommendations for improvement.
• Investigate and respond to unemployment claims and attend unemployment hearings.
• Develop and maintain job descriptions to meet FLSA requirements and ensure performance expectations are clearly outlined and communicated.
• Administer the employee engagement survey and regularly facilitate dialogue with employees through direct conversations.
• Facilitate performance development processes as well as maintain data, make updates, and provide employee support for the online performance development system.
• Manage private and non-routine information, ensuring confidentiality.
• Create timely, factual and detailed documentation for all employee relation matters.
• Remain current on existing, proposed and new employment laws and regulations to ensure compliance by attending educational workshops; reviewing professional publications; participating in professional organizations.
• Interact with internal and external clients while providing extraordinary service.
• Develop and maintain trusted, positive relationships with other employees, clients and vendors.
• Represent the Bank, business units and Human Resources team in a highly professional manner.
• Complete job assignments in a professional, timely and efficient manner; organize and prioritize work; utilize appropriate technology and service tools for tracking of internal and external requests.
• Maintain confidentiality; adhere to CrossFirst Bank policies and procedures; comply with laws, regulations and industry best practices.
• Reliable and predictable attendance; both on-site and remote work.

• Five or more years of experience as an HR Generalist, HR Business partner or similar, in a fast paced, service-oriented environment; banking experience is preferred.
• Ability to listen to leaders and employee concerns; have outstanding analytical problem-solving and interpersonal skills.
• Proficient knowledge of the ADA process, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA) and related state and federal regulations.
• Utilize all office equipment and software on a regular basis and utilizing technology to its fullest.
• Navigate, with expert proficiency, Microsoft Word, Excel and Power Point.
• Must possess ability to work independently as well as part of the HR team while remaining calm in the face of changing priorities and work with a sense of urgency.
• Ability to effectively manage competing priorities through efficient time management and organizational skills.
• Bachelor’s degree in Business, Human Resources Management, Psychology, or related field and/or equivalent work experience.
• SHRM-CP, SHRM-SCP, PHR or SPHR Certification is preferred.
• Gallup Certified Strength Coaches Certification is preferred.

CrossFirst Bank is proud to be an Equal Opportunity Employer.

CrossFirst Bank does not accept unsolicited resumes from search firms or agencies. Any resume submitted to any employee of CrossFirst Bank without an authorized search agreement will be considered unsolicited and the property of CrossFirst Bank. We respectfully request no phone calls or emails.