HR Business Partner (Remote)

Summary

We exist to help people achieve financial clarity. At Thrivent, we believe money is a tool, not a goal. Driven by a higher purpose at our core, we are committed to providing financial advice, investments, insurance, banking and generosity programs to help people make the most of all they’ve been given.

At our heart, we are a membership-owned fraternal organization, as well as a holistic financial services organization, dedicated to serving the unique needs of our clients. We focus on their goals and priorities, guiding them toward financial choices that will help them live the life they want today—and tomorrow.

The HR Business Partner is an individual contributor that is both a strategic and hands-on role that serves primarily as a strategic thought and business partner to leaders in the Commercial Operations Team.

The Human Resources Business Partner proactively meets the HR needs of the Commercial Operations Team by working closely with the business, COEs and other partners to drive core people processes and solutions, as well as essential practices such as, talent attraction, onboarding, engagement and retention strategies, workforce planning, performance management, compensation, employee relations, and change management. Acts as a trusted advisor and assists leaders with achieving operational goals and team objectives. The HRBP may also lead the development and implementation of HR projects, processes, policies, and procedures. The incumbent will think innovatively to help transform the organization, solve problems, and deliver excellent HR services with quality and efficiency.

Job Description

Job Duties and Responsibilities

• Serves as strategic business partner and owns the relationship with front-line supervisors, managers, and directors of assigned client group(s). Provides HR consultation focused on transformational talent and culture agenda designed to attract, develop, engage, and retain the best talent in the industry.
• Proactively works with leaders to ensure talent is prepared to deliver exceptional performance, through building strong organizational capabilities and culture. Helps to implement and manage organizational programs relative to workforce planning, talent development, performance management, data analysis, total rewards, employee relations, employee engagement, and learning and development.
• Works with Director/Sr. HRBP and/or business leaders to execute talent development and succession plans to ensure a talent pipeline that will successfully enable current strategies and growth.
• Works with Director/Sr. HRBP and/or business leaders to support change management and team effectiveness strategies to drive success of new and/or existing programs, structures, etc. Partners with communications and/or consultants where needed to facilitate change.
• Works with Director/Sr. HRBP, COEs, and the business on organizational change initiatives and business unit reorganizations.
• Partners with hiring managers to evaluate talent needs, create/revise job descriptions, and ensures acceptable staffing levels (current and future). Works closely with Talent Acquisition for interviewing and selection to ensure a consistent, high quality talent pipeline. Supports hiring managers with the effective use of selection processes, selection criteria and onboarding tools.
• Collaborates with HR Centers of Excellence to execute cyclical talent management efforts, including talent review, succession planning, performance enablement, talent calibration, compensation planning, etc.
• Provides guidance and counsel to leaders on HR-related questions and triages with the HR Centers of Excellence to resolve day-to-day HR-related challenges with business leaders. Investigates root causes of employee matters and develops strategies to address/reduce them. Demonstrates balanced advocacy for employees and the business.
• Works on assigned HR and business facing projects that supports client groups and/or overall HR priorities; manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency.
• Understands the enterprise strategy and ongoing transformation of the business.
• Understands latest trends in Human Resources overall and the HR Business Partnering discipline to continually advance knowledge, skills, and abilities.
• Works with Director/Sr. HRBP to identify, advocate for and implement Human Resources best practices across all areas of the business; simplifies or reduce non-value add processes. Helps the business identify and resolve opportunities for increased efficiency and a One-Thrivent approach. Enables and ensures compliance in regulated practices/licenses pertinent to team/department.
• Builds critical partnerships and demonstrates high-level of collaboration with COEs and key stakeholders across Thrivent.
• Promotes a culture of shared accountability, operational excellence, and partnership across the organization.
• Models Thrivent’s leadership competencies – courage, collaboration, and commitment by demonstrating resiliency, working together to make the best decisions, and holding self and others accountable.
• Supports an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients. Supports a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients.

Required Job Qualifications

• Bachelor's degree in human resources, industrial relations, business, or related field required.
• 5 – 8 years of experience in a combination of the following: human resources, employee relations, organization design/development, talent acquisition, total rewards, and/or performance management.
• Strong business and HR acumen and ability to work well across different functions to integrate HR and business strategies.
• Proven experience interacting and influencing all levels of an organization with confidence, building trust and rapport. Capable of providing courageous and decisive advice including advanced employee relations.
• Strong analytical skills including the ability to interpret people-related metrics to influence action.
• Self-directed, able to effectively handle ambiguity, change, and transformation in a fast-paced environment with shifting priorities.
• Remains calm under pressure and can lead thru difficult (i.e., emotional, complex, legal) situations.
• Excellent written and verbal communication; high quality document preparation and presentation skills.
• Exceptional listening skills and ability to relate to, influence, and coach employees at all levels in the organization.
• Demonstrated experience and success executing small, mid and large-scale strategic initiatives.
• Demonstrated change management skills to include developing and executing communication strategies and plans, and solutions to drive employee engagement.
• Demonstrated critical thinking and problem-solving ability, particularly in ambiguous or complex situations. Understands and considers broad implications of business needs or decisions.
• Collaborative team player able to challenge the status quo while building effective partnerships with key stakeholders across the organization. Experience working in a matrix environment strongly preferred.
• Tenacious, committed, constructive, and detail-oriented with high energy and sense of urgency.
• Knowledge of local, state, and federal employment laws, HR policies, regulations, and trends.
• Role model for integrity; trusted to always do the right thing.
• Proficient in MS office products, including Word, Excel, PowerPoint, and Outlook.

Preferred Job Qualifications

• Master’s degree in human resources, industrial relations or business preferred.
• PHR, SPHR, or SHRM certification preferred.
• Experience in Financial services.
• HR Experience with a Fortune 500 organization.
• Experience with DEI initiatives.
• Proven ability to work with different types of employee populations (hourly, sales, finance, actuarial, IT, etc.).
• Experience with Workday.

Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex , gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state , or federal law. This policy applies to all employees and job applicants.

Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation , please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.