Human Resources Business Partner III (Employee Relations)

Description

Position Summary

The Human Resources Business Partner (HRBP) III serves as a strategic advisor to business leaders, providing guidance on employee relations, leave management, leadership development, talent management, organizational effectiveness, workforce planning, and compliance. This role partners with leaders to build high-performing organizations by ensuring the right people, with the right skills, are in the right roles at the right time.

The HRBP III balances business objectives, employee experience, and legal compliance while driving leadership effectiveness, employee engagement, talent development, organizational change, and risk mitigation. The role also leads complex employee relations matters, workplace investigations, leave and accommodation processes, and workforce initiatives that support organizational success.

Summary Of Essential Job Functions

Human Resources Business Partnership & Leadership Development

• Serve as a strategic HR advisor to business leaders on workforce planning, organizational effectiveness, talent management, succession planning, employee engagement, and change management.
• Partner with leaders to assess organizational structure, spans and layers, workforce capacity, and talent needs to support business objectives.
• Coach leaders on performance management, employee development, accountability, communication, conflict resolution, and leadership effectiveness.
• Facilitate talent reviews, succession planning, and development initiatives to strengthen leadership pipelines and organizational readiness.
• Identify and develop high-potential employees through coaching, career development planning, and talent management strategies.
• Leverage workforce data, engagement feedback, and talent metrics to identify trends and recommend solutions that improve organizational performance.
• Support organizational design, restructuring, and change management initiatives while driving adoption and minimizing business disruption.
• Partner with HR leadership and business leaders to foster a high-performing, engaged, and inclusive workplace culture.
  
  

Employee Relations, Leave Management & Compliance

• Manage complex employee relations matters, including performance concerns, disciplinary actions, workplace conflicts, investigations, and involuntary terminations.
• Conduct investigations involving harassment, discrimination, retaliation, ethics concerns, workplace violence, fraud, and policy violations.
• Provide guidance on employment policies, legal requirements, and HR procedures while ensuring consistency, fairness, and compliance.
• Manage leave administration, ADA accommodations, return-to-work programs, and relationships with third-party leave administrators.
• Represent the organization in unemployment hearings, agency responses, and employment-related matters while partnering with Legal as needed.
• Develop and maintain HR policies, employee handbook content, compliance programs, and audit controls.
• Maintain confidentiality and exercise sound judgment in handling sensitive employee and organizational matters.
  
  

HR Operations, Analytics & Organizational Effectiveness

• Analyze workforce, employee relations, leave, turnover, and engagement data to identify risks, trends, and opportunities.
• Provide leaders with actionable workforce insights and recommendations to improve talent outcomes, retention, and organizational effectiveness.
• Prepare reports, dashboards, and presentations that support strategic decision-making.
• Identify and implement process improvements that enhance efficiency, compliance, and employee experience.
• Participate in HR projects and initiatives as assigned.
  
  

Position Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field; equivalent experience may be considered.
• 5+ years of progressive HR experience, including employee relations, leave management, and HR business partner responsibilities.
• 3+ years providing strategic HR consultation to leaders and managers.
• Experience conducting complex workplace investigations and managing sensitive employee relations matters.
• Strong knowledge of employment laws and regulations, including EEO, ADA, FMLA, FLSA, OSHA, NLRA, and applicable state and local laws.
• Experience supporting leave administration, ADA accommodations, and third-party leave vendors.
• Demonstrated success in leadership coaching, talent management, succession planning, workforce planning, and organizational development.
• Experience supporting organizational design, restructuring, and change management initiatives.
• Strong analytical, consultative, project management, and problem-solving skills.
• Excellent communication, presentation, and stakeholder management abilities.
• Ability to influence leaders and manage multiple priorities in a fast-paced environment.
• Experience using HR metrics and workforce analytics to drive business decisions.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Experience with Dayforce or similar HRIS platforms preferred.
  
  

Credit One Bank, N.A. is a data-driven financial services company based in Las Vegas. Founded in 1984, Credit One Bank offers a spectrum of credit card products for people in all stages of financial life. Credit One Bank is an equal opportunity employer committed to diversity and inclusion and does not discriminate against any employee or applicant for employment because of age, race, religion, color, disability, sex, sexual orientation, or national origin. Reasonable accommodations can be made for those who require them, including access to job applications and workplace accommodations. Employment at Credit One Bank is based on mutual consent (also known as at-will). This means that employees and the Bank may terminate the employment relationship at any time, with or without cause and with or without notice. Please contact the recruiter for this position to learn more. Credit One Bank does not accept unsolicited resumes from agencies and is not responsible for related fees.