Vice President, HR Business Partner

Position Information

Hiring Manager:

Senior Director

Department:

Human Resources

Department Overview

The Human Resources ("HR") Department is responsible for benefits administration, employee relations, performance management, training & development, recruiting, succession planning and employee onboarding and offboarding. The Human Resources Department partners with all employees within the organization to meet both departmental and individual employee goals. It is the mission of the HR Department to partner with senior leaders and managers to identify and grow top talent and to provide a stable employee population that can grow with a dynamic Firm.

Position Responsibilities

The Vice President will support the varying projects and day-to-day activities associated with the Human Resources Business Partner function. Work will range in variety and includes exposure to, and involvement in, a continuum of HR processes and functions including (but not limited to) the following:

− Managing the end-to-end Performance Management, Promotion and Talent Management processes (in coordination with the Talent Management Team) to ensure appropriate and consistent feedback, identifying areas for improvement and recognizing high-performing employees

− Assisting with executing our performance management process by tracking action items and talent activity including:

o Meeting with managers to discuss performance improvement opportunities

o Updating department leadership monthly and executive leadership quarterly on employee performance

o Managing all facets of attrition, turnover and retention

o Drafting documentation for HR and Legal review and ensure seamless communication and updates to relevant management

o Maintaining a tracker of all talent activity

− Providing expert guidance and support on employee relations matters including conflict resolution, investigations and disciplinary actions. Proactively identify and address issues impacting employee engagement and workplace culture.

− Leading efforts to manage underperformance by partnering with managers to develop and implement performance improvement plans, coaching leaders on effective feedback and documentation and ensuring fair and consistent application of HR policies

− Managing aspects of our employee feedback processes including (1) conducting and reporting on 30- and 60-day check-ins with managers and new hire check-ins with employees, (2) consolidating and delivering 360 feedback and (3) leveraging feedback to identify opportunities to improve manager and employee performance

− Supporting our Business Resource Group (BRG) annual agendas and events to promote the BRG goals

− Building firmwide timelines and maintaining strict adherence for mid-year and year-end processes which entail multiple stakeholders, deliverables and communications

− Work on additional human capital initiatives and projects to execute HR Business Partner goals. This includes:

o Building PowerPoint presentations for proposals and project plans to be shared with department and executive leadership for buy-in and progress updates

o Liaising with other departments (e.g., Marketing, Technology Solutions) on shared initiatives

o Ad-hoc reporting and other initiatives as demand arises

Candidate Requirements

Qualifications & Experience:

− Bachelor's degree in Human Resources, Business Administration or related field is preferred; strong academic credentials

− 10+ years of relevant experience; preferably in financial services or related industry

− Strong technology skills including Microsoft Office (strong Excel and PowerPoint skills a must); knowledge of Workday HRIS and performance management tools / systems a plus

− Demonstrated experience in employee relations including handling complex employee issues, investigations and conflict resolution

− Proven track record in managing underperformance including designing and executing performance improvement plans and supporting managers through challenging employee situations

− Team-oriented, self-motivated and willing to roll up sleeves to get the job done; thrives in a competitive, fast-paced environment and has a passion for continuous improvement

− High attention to detail and accuracy is critical; capable of preparing and presenting in a logical and thoughtful way

− Strong analytical and project management skills

− Excellent verbal and written communication skills

− Strong interpersonal and relationship-building skills

− Enthusiastic about working in office and creating a Gold Standard hybrid work culture

Critical Competencies for Success

Our Gold Standards Model defines key behaviors and competencies across 4 dimensions: Leadership, Achieving Results, Personal Effectiveness and Thinking Critically. These behaviors and competencies drive our ability to win together.

• Leadership: Role models in this area consistently focus on the right goals and priorities and continually develop themselves and others. Always team players, they influence and engage with others to contribute to a supportive and inclusive culture where all feel welcome.
• Achieving Results: Role models in this area are high achievers who develop careful plans and deliver consistently and effectively. They hold themselves and others accountable for delivering high quality results, and they remove barriers to ensure others can contribute and grow.
• Personal Effectiveness: Role models in this area build strong relationships, treat others with respect and communicate effectively. They are driven to exceed expectations and are adaptable to changing circumstances.
• Thinking Critically: Role models in this area understand our business, rely on analytical reasoning and seek diverse perspectives to solve problems. They are forward thinking, anticipating issues and addressing them in advance.

The department-specific competencies define the knowledge, skills and abilities that are needed to successfully perform the functional or technical work of this role.

• HR Strategy: Leverages HR expertise to develop strategies that support business needs. Applies understanding of value drivers and critical success factors that will positively impact the Firm.
• HR Technical Knowledge: Leverages HR technical knowledge and best practices to execute HR solutions, address issues and ensure compliance.
• HR Process Excellence: Ensures service delivery excellence and resolution of issues by continually assessing and improving HR processes.
• HR Project / Program Management: Manages HR projects and / or programs through planning, identifying resources, monitoring and communicating project activities. Ensures adherence to project process by assessing impact of project decisions and addressing obstacles and risks.
• Consultative Mindset: Takes a consultative approach with internal stakeholders and external partners, including gaining commitment and maintaining partnerships when negotiating. Researches and identifies new external partners (e.g., vendors) as needed.
• Change Management: Implements effective change management techniques to identify and communicate the benefits and the impact of refinements to internal processes or technology.
• Business Knowledge: Leverages an understanding of the financial industry, competitive environment and the Firm's human capital to partner with internal leaders to identify and implement HR products and processes. Monitors industry trends and changes and recognizes their relevancy and implications.
• Analytics: Analyzes and interprets data to identify trends and inform strategy and business decisions.

Compensation & Benefits

For New York Only: It is expected that the base salary range for this position will be $170,000 to $195,000. Actual salaries may vary based on factors such as skills, experiences and qualifications for the role. The total compensation package for this position may also include other elements and discretionary awards in addition to a full range of medical, financial and / or other benefits (including 401(k) eligibility and various paid time off benefits such as vacation, sick time and parental leave) dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment. If hired, the employee will be in an 'at-will position' and the Firm reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time including for reasons related to individual performance, Firm or individual department / team performance and market factors.

Golub Capital is an Equal Opportunity Employer.

Due to the highly regulated nature of Golub Capital's business and because of the sensitivity of the information that all personnel have access to, Golub Capital performs extensive and thorough pre-hire screens to ensure that its personnel act with expected levels of integrity, professionalism and personal responsibility.

Please review Golub Capital's US Job Applicant privacy notice and, for California residents, the California Applicant privacy notice for information on how your personal data is collected, processed and stored.