Senior Human Resources Partner - 0090 Admin-200 Human Resources

Summary

The Senior Human Resources Partner serves as the primary employee relations expert and strategic advisor to senior business leaders, owning the full lifecycle of workplace investigations, conflict resolution, and risk mitigation across assigned business units. This role operates with a high degree of independence and sound judgment, serving as the escalation point for complex, sensitive, or high-risk employee matters, while also advising leaders on organizational design, talent, and workforce strategy as needed.

Specific Job Functions

Employee Relations & Investigations

• Lead and conduct thorough, impartial workplace investigations involving allegations of harassment, discrimination, retaliation, policy violations, code of conduct concerns, and other employee misconduct matters.
• Manage the full employee relations investigation process, including complaint intake, witness interviews, evidence collection, documentation, findings, recommendations, and follow-up actions.
• Serve as the primary escalation point and subject matter expert for HR Partners and HR team members on complex, sensitive, or high-risk employee relations matters.
• Provide guidance and consultation to managers and senior leaders on performance management, disciplinary actions, corrective action plans, and involuntary terminations, ensuring consistency, fairness, and legal compliance.
• Partner with Legal, Compliance, Risk Management, and business leaders to address matters involving potential litigation, regulatory concerns, employee complaints, and reputational risk.
• Maintain accurate, thorough, and legally defensible case documentation, investigation reports, and employee relations records. Monitor and analyze employee relations trends, case metrics, and emerging workplace risks to identify opportunities for proactive intervention.
• Coach and support leaders in the early identification, management, and resolution of employee performance, conduct, and workplace concerns to mitigate escalation and improve organizational effectiveness.
• Develop and deliver training and resources for managers and HR team members on employee relations best practices, workplace investigations, performance management, and policy compliance.

Policy, Compliance & Risk Management

• Interpret and apply company policies, employment laws, and regulatory requirements, including Title VII, ADA, FMLA, FLSA, EEO, and applicable state and local employment laws, to support consistent and legally compliant decision-making.
• Analyze employee relations case data and trends across managers, departments, business units, and geographic regions to identify emerging risks, root causes, and opportunities for proactive intervention.
• Develop and recommend strategies, training, and corrective measures to address employee relations trends and strengthen organizational effectiveness, leadership capability, and workplace culture.
• Partner with Compliance, Legal, and Internal Audit teams to support regulatory examinations, audits, investigations, and other reviews related to employee relations practices and employment law compliance.
• Maintain, review, and update employee relations policies, investigation protocols, procedures, and manager guidance materials to ensure compliance with legal requirements, regulatory expectations, and organizational objectives.
• Monitor changes in employment laws and regulatory requirements, recommending policy and process enhancements to mitigate risk and maintain compliance.

Leadership Advisory

• Advise senior leaders, including Senior Vice Presidents and executive management, on employee relations risks and considerations related to business decisions such as organizational restructurings, reductions in force, branch consolidations, leadership transitions, succession planning, and workforce realignments.
• Provide strategic guidance and coaching to leaders on complex workplace matters, including high-risk terminations, executive performance issues, sensitive employee complaints, workplace conflict resolution, fitness-for-duty concerns, and negotiated separation agreements.
• Partner with Legal to manage responses to EEOC charges, unemployment claims, agency investigations, attorney demand letters, litigation holds, and employment-related disputes while minimizing organizational risk and preserving the employee experience.

Change Management & Workforce Support

• Serve as a trusted advisor to HR and business leaders during organizational change events, providing guidance on employee communications, selection decisions, retention strategies, severance arrangements, and transition planning.
• Support workforce planning and organizational design discussions by evaluating employee relations risks, employee impact, management effectiveness, workforce implications, and legal considerations associated with proposed organizational changes.
• Partner with senior leaders, HR, Legal, and Compliance to identify and address employee relations issues that may affect organizational effectiveness, talent retention, or the successful execution of business strategy.

Mentorship

• Develop and deliver training, mentoring, and practical guidance to HR Partners on investigation techniques, interviewing skills, report writing, case documentation, performance management, and difficult employee conversations.
• Lead employee relations case reviews and calibration discussions to promote consistent, equitable, and legally compliant application of policies and practices across business units, markets, and employee populations.
• Establish and promote best practices, investigation protocols, documentation standards, and case management procedures to strengthen employee relations capabilities across the HR function.

JOB REQUIREMENTS

• Bachelors degree in Human Resources, Business Administration, or a related field required.

• Four (4) years of relevant experience may be substituted in lieu of a degree.

• 8 - 10 years of progressively responsible Human Resources experience, including at least five (5) years focused on employee relations, workplace investigations, and employment law matters.

• Demonstrated experience independently managing complex, sensitive, and high-risk employee relations matters, including allegations of harassment, discrimination, retaliation, ethics violations, and executive-level misconduct.

• Proven ability to lead workplace investigations from intake through resolution, including fact-finding, witness interviews, evidence analysis, documentation, findings, and recommendations.

• Strong working knowledge of federal, state, and local employment laws and regulations, including Title VII, ADA, FMLA, FLSA, EEO requirements, and employee relations best practices.

• Demonstrated ability to effectively assess risk, exercise sound judgment, and balance legal, compliance, employee relations, and business considerations when making recommendations.

• Proven ability to maintain neutrality, objectivity, professionalism, and discretion while managing highly sensitive and confidential matters.

• Experience advising senior leaders and executives on complex employee relations issues, performance management concerns, disciplinary actions, organizational change initiatives, and high-risk employment decisions.

• Exceptional communication, interviewing, facilitation, and conflict-resolution skills, with the ability to influence and build credibility across all levels of the organization.

b1BANK is an Equal Opportunity Employer.