Hr Jobs 2026 (Now Hiring) – Smart Auto Apply

The HR Business Partner (HRBP) plays a pivotal role in aligning human resources strategies with the goals and objectives of designated business units within the Credit Union, fostering a collaborative and high-performance culture. As a trusted advisor, the HRBP works closely with management and leadership teams to provide strategic HR guidance and solutions, addressing a wide range of people-related challenges and opportunities.

The HRBP acts as both an advocate for employees and a champion for organizational change, driving initiatives that support talent development, employee engagement, and organizational growth. This position proactively identifies and addresses HR needs, working in partnership with the HR department and business leaders to implement effective, integrated solutions that contribute to the overall success of the organization. Through collaboration across HR functions, the HRBP delivers value-driven support, ensuring that employee development strategies align with and support the Credit Union's business objectives and long-term vision.

Work Arrangement- This position is a hybrid role. This HRBP will support the Greater Lansing and Southeast Michigan branches, with an expectation of proactive travel to branch locations throughout each quarter and Headquarters, as well as additional travel based on business needs

Schedule- Monday- Friday 8:30am- 5:00pm ET.

An offer of employment with MSU Federal Credit Union and affiliates is contingent upon the agreed work arrangement (onsite/hybrid/remote) and work location. MSU Federal Credit Union may or may not be able to accommodate temporary or permanent changes to work arrangements or allow employment outside the city and/or state of residency in which the new hire resides at the time of offered employment.

Compensation & Benefits:

• Salary:

• Level I: $61,000-75,000+, dependent on experience

• Level II: $77,000-95,000+, dependent on experience

• Senior Level: $95,000-115,000+, dependent on experience

• 100% Company-Paid Health, Dental, Vision, Life, and Long-Term Disability Premiums

• Up to 26 days of PTO within your first year, as well as Volunteer Time Off & 11 Paid Holidays

• 401(k) with a company match

• Tuition Reimbursement

• Up to 12 Weeks of Paid Parental Leave

• Learn more about our benefits here

Essential Duties and Responsibilities:

HR Business Partner I:

• Drive HR initiatives that boost productivity, minimize risk, and improve employee engagement and retention through the implementation of clear policies, performance systems, and effective communication strategies.
• Ensure compliance with legal and regulatory requirements by continuously updating and communicating policies, procedures, and practices to mitigate risk and align with current laws.
• Provide expert guidance to employees on policy interpretation, counseling, and liability management, ensuring understanding and compliance across the organization.
• Collaborate with leadership to analyze HR trends and metrics, creating data-driven solutions to improve performance, strengthen organizational culture, and boost employee engagement.
• Assess staffing needs and partner with leadership to design and execute workforce strategies that optimize staffing levels and align with business goals.
• Advise managers on corrective actions, performance improvement plans, and terminations, ensuring fair, consistent, and legally compliant processes.
• Partner with leadership and other HR teams to design and implement competitive compensation and benefits strategies that align with organizational goals and are effectively communicated to employees.
• Ensure continuous compliance with legal, credit union, and procedural standards, proactively identifying areas for policy improvement and driving the development of best practices.
• Resolve employee relations issues by interpreting policies, mediating conflicts, and conducting investigations, fostering a positive and productive workplace environment.
• Implement and assess HR initiatives aimed at increasing organizational effectiveness and aligning with business goals.
• Understand the Credit Union's policies and procedures to ensure compliance and accountability for managing operational risks. Adhere to established internal controls and procedures to safeguard assets, prevent fraud, and maintain the integrity of credit union operations.
• Perform other duties as assigned.

HR Business Partner II:

• Proactively identify opportunities to enhance the Credit Union's policies and procedures, bringing forward ideas and partnering with leadership to craft new or updated practices that align with evolving business needs.
• Develop and implement HR strategies that strengthen engagement and retention, ensuring alignment across departments and with overall organizational priorities.
• Analyze complex organizational data to identify patterns and root causes, translating insights into actionable recommendations that influence decision-making and long-term planning.
• Lead the resolution of high-impact employee relations and organizational issues, balancing business needs with risk mitigation and employee well-being to ensure equitable and consistent outcomes. Partner with other HR departments (i.e., Payroll & Benefits, Talent Acquisition, etc.) to design and deliver integrated solutions that address business needs and enhance the employee experience.

Sr. HR Business Partner:

• Partner with leadership to develop and implement workforce planning strategies, including talent development, succession planning, and role optimization, ensuring alignment with business priorities.
• Lead complex employee relations matters, including leadership level performance management, sensitive investigations, and conflict resolution, providing expert guidance and recommendations to leadership.
• Provide thought leadership on HR strategy, ensuring alignment between people practices, organizational values, and regulatory requirements while mitigating strategic and reputational risks.

Job Requirements:

HR Business Partner I

• Bachelor's degree or equivalent in Human Resources, Business Administration, Organization Development or other related field; or equivalent combination of work experience and education.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
• Proven experience supporting business units or leaders in implementing HR programs and policies.
• Demonstrated experience interpreting and applying employment laws, policies, and HR best practices to ensure compliance and consistency.
• Certified Human Resources Professional or Professional in Human Resources (PHR) preferred.

HR Business Partner II

• Progressive experience translating business strategy into people and organizational solutions.
• Proven experience analyzing data and metrics to inform decisions, identify trends, and develop targeted interventions.
• Demonstrated experience resolving complex employee relations issues and providing guidance on performance management, policy application, and organizational design.

Sr. HR Business Partner

• Progressive HR experience, with significant experience as an HR Business partner or HR consultant supporting leadership.
• Demonstrated experience successfully developing and executing strategic people strategies that align with organizational goals.

Competencies:

• Core Competencies that must be demonstrated by all Credit Union employees include Communicate, Navigate Change & Evolve, Solve Problems & Make Decisions, Plan, Prioritize, and Achieve, and Collaborate.
• Functional Competencies:
• Adaptability- Adapts quickly to change and considers new approaches
• Change Management- Adjusts thinking and behavior to resiliently face change, and uses experience to fuel growth. Enables the process of change and transition while helping others deal with its effects. Displays self-awareness of their personal reaction to change and regulates their response. Acts as a change champion, communicating the why behind the change and aligning with organizational direction.
• Conflict Resolution- Works effectively through an antagonistic situation to minimize relationship damage and promote shared goals. Uses appropriate interpersonal methods to reduce tension or conflict and facilitate agreement.
• Critical Thinking- Takes outside knowledge into account while evaluating information.
• Data Analysis- Analyzes and draws insights from relevant data. Uses storytelling to effectively communication insights and actionable, data-informed recommendations.
• Organizational Awareness- Understands and aligns actions with the organization's goals, core functions, needs, and values.
• Process Knowledge- Demonstrates knowledge of procedures and department or Credit Union processes, and utilizes this knowledge to inform decisions.
• Teamwork- Works well with internal and cross-functional teams to achieve individual, team, department, and/or organizational goals. Values diverse perspectives and working with others to achieve the best outcome possible.

Physical Demands and Work Environment

• May be required to remain in a stationary position for an extended period.
• Ability to operate standard office technology, equipment, and tools, which may include many hours of computer and phone usage.
• Occasionally needs to move about inside of an office area.
• Exposure to potentially hazardous conditions, i.e. robbery. Receives detailed instructions and procedures to be followed to minimize the exposure.
• This position can work in hybrid or onsite working arrangements.

Disclaimer:

• Note this job description is not intended to be construed as an exhaustive list of all functions, responsibilities, skills, and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and MSU Federal Credit Union reserves the right to change this position description and/or assign tasks for the employee to perform, as MSUFCU may deem appropriate.
• MSUFCU is an affirmative-action, equal-opportunity employer.
• To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform essential job functions.