Senior Human Resources Business Partner

Senior Human Resources Business Partner

The Senior Human Resources Business Partner (Sr. HR Business Partner) is aligned directly to support specific business lines within BOK Financial, serving as an integral member of the leadership team. The Sr. HR Business Partner is focused on diagnostic, consultative and organization development, as well as building partnerships and truly understanding the needs of the organization and their assigned business lines. Serving as a strategic partner, the Sr. HR Business Partner will collaborate with business leaders to form long-range business strategies and plans; create and implement people initiatives that link and support the business strategies and translate them into actionable HR strategies.

The ideal candidate will be a strong leader and developer of people.  They should be a quick study of the Bank’s HR policies, procedures and department and be able to interact constructively with executive management and HR personnel regarding changes, enhancements or restructuring that may need to be implemented.  Bright, energetic and outgoing, this individual will be proactive and hands on and able to develop and motivate others through advocacy and personal influence. Possessing good interpersonal, communication and consultative skills, they must be able to create a sense of partnership and earn the respect and confidence of employees, managers and executive/senior management throughout BOKF.  They will have exceptional business partnering skills and will work with other departments and divisions across BOKF to achieve human resource and shared objectives.

A sense of urgency and a continual drive for results coupled with an ability to partner effectively with senior management are key success factors. The ability to be highly effective in a team-oriented environment and to build relationships based on added value, not title or authority is crucial. They must have strong presentation skills and the overall knowledge and judgment and courage of conviction to be credible among peers and associates.

Specifically, the Sr. HR Business Partner will:

• Have overall responsibility for strategy creation and delivery of HR services through Centers of Excellence to include: Benefits, Compensation, Corporate Training and Development, Employee Relations, HR Consulting, Payroll and Talent Acquisition to ensure a unified HR Delivery approach.
• Form a strong working partnership with executive and senior management and other key players throughout the organization and assigned business lines.
• Follow a disciplined consulting process (diagnose, validate, contract, source, deliver and evaluate) to address business issues.
• Ensure Human Resources function fully supports the business group’s strategic business objectives; develops and maintains an employment model that retains and motivates top performers; evaluates and recommends opportunities to improve Human Resources effectiveness and responsiveness through increased utilization of new technology.
• Identify, evaluate and implement long and short-term human resource goals and formulate division-level policies and procedures; analyze effectiveness of programs and recommend changes to meet goals and objectives. 
• Counsel with managers/supervisors regarding individual human resource needs and challenges; work closely with in-house compliance officer(s) and external legal team(s) to mitigate risk and various legal issues.
• Ensure uniform and equitable application of organization policies and procedures; conducts ongoing research to identify employee relations issues and takes appropriate actions to address and resolve those issues; coordinates exit interviews and grievance procedures; functions as a strategic business partner of the business lines linking corporate and strategic business objectives; fosters development of a corporate culture ensuring that employees have shared attitudes and perceptions about the corporate mission.
• Drive organizational change interventions (including structure, strategies and other ODP programs) to facilitate transition to future state and effectively prepare managers and leaders to execute change within their business units (e.g., acquisitions, de novo growth, restructuring, etc.) by using a consistent HR strategy.
• Ensure established Affirmative Action/Equal Employment Opportunity programs are followed through the corporation to ensure adherence to government legislation; monitors practices in training, transfer, promotion and dismissal of protected class employees and notifies higher level management of any irregularities; investigates charges of alleged discrimination and prepares reports of findings for review by organization officials and government agencies; keeps abreast of any changes in government AA/EEO requirements and notifies and advises appropriate personnel of such changes.
• Drive management's ownership for leading and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management, and pay-for-performance).
• Participate in community and professional activities in order to enhance Bank’s image and expand personal network of business and community contacts.

Preferred Experience: A minimum of 10 years of experience in human resources (preferable within banking or financial services).  In addition, the candidate should have a minimum of 5 years of progressive business leader experience and HR Generalist Experience.  Experience operating in an environment that stresses both individual and accountability and team based performance is critical.

The individual will have in-depth knowledge of human resource policies, employee benefit and compensation plans as well as federal and state regulatory compliance knowledge i.e., ERISA, FLSA, Civil Rights/EEO Statutes, HIPPA, COBRA, etc.  They will possess extensive knowledge of employee relations, affirmative action plans and inclusion initiatives.   

Education & Certifications:  A Bachelor’s degree is required and a MBA and/or additional human resource related professional courses are preferred.  SPHR, CEBS, CCP and other human resource certifications are highly desirable.