Capital Credit Union
Employee Experience Business Partner
Capital Credit Union, Green Bay, Wisconsin, United States, 54311
Position Purpose
Upholds the Credit Union's mission of "We do the right thing one member, one employee, and one experience at a time to strengthen the communities we serve" by providing support to Capital employees with a focus on the employee experience. The Employee Experience Business Partner role serves as a trusted advisor to business leaders, providing consultative HR support across talent management, employee relations, organizational development, and change management. In addition to traditional Employee Experience Business Partner responsibilities, this position will also support and maintain aspects of our Human Resources Information System (HRIS), contributing to system integrity, reporting, and process optimization.
Essential Responsibilities Strategic HR Consultation: Act as a trusted advisor to business leaders, providing thought partnership on workforce planning, organizational design, leadership development, and team effectiveness to support short- and long-term business goals. Talent Strategy & Workforce Planning: Collaborate with leaders and Talent Acquisition to forecast talent needs, support succession planning, and develop proactive strategies to attract, retain, and develop top talent. Performance Management & Coaching: Guide managers through the performance management cycle, offering coaching on setting goals, delivering feedback, addressing performance concerns, and developing high-performing teams. Change Management & Organizational Development: Lead or support change initiatives, ensuring organizational readiness, effective communication, stakeholder alignment, and long-term adoption of new processes or structures. Employee Relations & Culture: Manage complex employee relations issues with objectivity and legal compliance, conducting thorough investigations and partnering with Legal or Compliance as needed. Promote a positive workplace culture aligned with the organization's values. Leadership Development & Capability Building: Identify capability gaps and collaborate with Learning & Development to design and deliver targeted programs that strengthen leadership and functional skills across the organization. Engagement & Retention: Analyze engagement survey data and other feedback mechanisms to identify trends, advise leaders, and implement initiatives that improve employee satisfaction, inclusion, and retention. HR Policy & Compliance: Interpret and apply HR policies and labor laws; ensure consistent application across the business. Partner with Legal or Compliance to mitigate risk and support audits or investigations as required. System Administration & Configuration: Serve as a primary administrator for the HRIS platform (UKG), managing user access, security roles, workflows, system configurations, and business processes to ensure system efficiency and integrity. Data Management & Integrity: Maintain accurate and up-to-date employee data within the HRIS. Conduct regular audits, troubleshoot discrepancies, and ensure compliance with data governance standards and privacy regulations. System Enhancements & Projects: Lead or contribute to HRIS implementation and enhancement projects, including requirements gathering, testing, training, and change management. Serve as a liaison with vendors and internal stakeholders. Reporting & Analytics: Develop and maintain standard and ad hoc reports, dashboards, and metrics to support HR and business decision-making. Provide insights on workforce trends, headcount, turnover, DEI, compensation, and more. Process Improvement: Evaluate and optimize HRIS-supported processes such as onboarding, benefits enrollment, performance reviews, compensation cycles, and offboarding. Collaborate with HR and IT to implement automation and reduce manual work. Necessary Experience and Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of progressive HR experience, including at least 2 years in an HRBP or generalist capacity. Hands-on experience with HRIS platforms (UKG Pro a significant plus!). Strong analytical skills and attention to detail; comfortable working with HR data and reports. Excellent interpersonal and communication skills with the ability to build relationships at all levels. Knowledge of employment laws and HR best practices. Ability to manage multiple priorities in a fast-paced environment. Work Environment and Physical Requirements
Office environment with moderate level of noise Frequent use of telephone, copier, computer, fax machine and other office machines Prolonged sitting or standing Frequent mental and visual concentration Will travel for meetings, seminars, or conferences. Minimal lifting up to 25 pounds
The above statements are intended to describe the general nature and level of the work being performed in this position. They are not intended to be construed as an exhaustive list of all responsibilities, duties, or requirements.
Capital Credit Union is an Equal Opportunity Employer. We participate in E-Verify. Click the Learn more about Capital Credit Union link below for more information, as well as information on employee rights under the Family Medical Leave Act and the Employee Polygraph Protection Act.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
Upholds the Credit Union's mission of "We do the right thing one member, one employee, and one experience at a time to strengthen the communities we serve" by providing support to Capital employees with a focus on the employee experience. The Employee Experience Business Partner role serves as a trusted advisor to business leaders, providing consultative HR support across talent management, employee relations, organizational development, and change management. In addition to traditional Employee Experience Business Partner responsibilities, this position will also support and maintain aspects of our Human Resources Information System (HRIS), contributing to system integrity, reporting, and process optimization.
Essential Responsibilities Strategic HR Consultation: Act as a trusted advisor to business leaders, providing thought partnership on workforce planning, organizational design, leadership development, and team effectiveness to support short- and long-term business goals. Talent Strategy & Workforce Planning: Collaborate with leaders and Talent Acquisition to forecast talent needs, support succession planning, and develop proactive strategies to attract, retain, and develop top talent. Performance Management & Coaching: Guide managers through the performance management cycle, offering coaching on setting goals, delivering feedback, addressing performance concerns, and developing high-performing teams. Change Management & Organizational Development: Lead or support change initiatives, ensuring organizational readiness, effective communication, stakeholder alignment, and long-term adoption of new processes or structures. Employee Relations & Culture: Manage complex employee relations issues with objectivity and legal compliance, conducting thorough investigations and partnering with Legal or Compliance as needed. Promote a positive workplace culture aligned with the organization's values. Leadership Development & Capability Building: Identify capability gaps and collaborate with Learning & Development to design and deliver targeted programs that strengthen leadership and functional skills across the organization. Engagement & Retention: Analyze engagement survey data and other feedback mechanisms to identify trends, advise leaders, and implement initiatives that improve employee satisfaction, inclusion, and retention. HR Policy & Compliance: Interpret and apply HR policies and labor laws; ensure consistent application across the business. Partner with Legal or Compliance to mitigate risk and support audits or investigations as required. System Administration & Configuration: Serve as a primary administrator for the HRIS platform (UKG), managing user access, security roles, workflows, system configurations, and business processes to ensure system efficiency and integrity. Data Management & Integrity: Maintain accurate and up-to-date employee data within the HRIS. Conduct regular audits, troubleshoot discrepancies, and ensure compliance with data governance standards and privacy regulations. System Enhancements & Projects: Lead or contribute to HRIS implementation and enhancement projects, including requirements gathering, testing, training, and change management. Serve as a liaison with vendors and internal stakeholders. Reporting & Analytics: Develop and maintain standard and ad hoc reports, dashboards, and metrics to support HR and business decision-making. Provide insights on workforce trends, headcount, turnover, DEI, compensation, and more. Process Improvement: Evaluate and optimize HRIS-supported processes such as onboarding, benefits enrollment, performance reviews, compensation cycles, and offboarding. Collaborate with HR and IT to implement automation and reduce manual work. Necessary Experience and Qualifications
Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of progressive HR experience, including at least 2 years in an HRBP or generalist capacity. Hands-on experience with HRIS platforms (UKG Pro a significant plus!). Strong analytical skills and attention to detail; comfortable working with HR data and reports. Excellent interpersonal and communication skills with the ability to build relationships at all levels. Knowledge of employment laws and HR best practices. Ability to manage multiple priorities in a fast-paced environment. Work Environment and Physical Requirements
Office environment with moderate level of noise Frequent use of telephone, copier, computer, fax machine and other office machines Prolonged sitting or standing Frequent mental and visual concentration Will travel for meetings, seminars, or conferences. Minimal lifting up to 25 pounds
The above statements are intended to describe the general nature and level of the work being performed in this position. They are not intended to be construed as an exhaustive list of all responsibilities, duties, or requirements.
Capital Credit Union is an Equal Opportunity Employer. We participate in E-Verify. Click the Learn more about Capital Credit Union link below for more information, as well as information on employee rights under the Family Medical Leave Act and the Employee Polygraph Protection Act.
Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.