Vice President, HR Business Partner

Golub Capital • New York, NY

1d • $170,000 - $195,000 • Hybrid

About The Position

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

Requirements

• 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

Nice To Haves

• knowledge of Workday HRIS and performance management tools / systems a plus

Responsibilities

• 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:
• Meeting with managers to discuss performance improvement opportunities
• Updating department leadership monthly and executive leadership quarterly on employee performance
• Managing all facets of attrition, turnover and retention
• Drafting documentation for HR and Legal review and ensure seamless communication and updates to relevant management
• 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.
• Building PowerPoint presentations for proposals and project plans to be shared with department and executive leadership for buy-in and progress updates
• Liaising with other departments (e.g., Marketing, Technology Solutions) on shared initiatives
• Ad-hoc reporting and other initiatives as demand arises

Benefits

• 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)

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level