HR Business Partner

Wings Credit Union

Apple Valley (MN)

Hybrid

USD 92,000 - 113,000

Full time

4 days ago

Be an early applicant

Get more replies from employers

Send a job-specific resume in minutes.

Benefits offered by this job

401(k) match

401k Discretionary Profit Sharing

Health Insurance

Vision Insurance

Life Insurance

Disability Insurance

HSA with company contribution

Employee Assistance Program

Paid Vacation & Holidays

Paid Parental Leave

Volunteer Time Off

Paid Holidays

Job summary

Wings Credit Union, newly formed from the merger with Ent Credit Union in 2026, seeks an HR Business Partner to align HR initiatives with business goals in a member-focused environment. The role emphasizes employee relations, coaching leaders, and ensuring policy compliance in a dynamic banking setting.

The HRBP will collaborate across centers, support performance management, and drive talent planning while fostering a culture of growth and engagement within Wings.

Qualifications

Bachelor's degree in HR or related field required.
4+ years HR Generalist/HRBP experience with employee relations and coaching.
2+ years leadership experience preferred.
Experience in credit unions or member-focused organization preferred.

Responsibilities

Provide HR strategic support and collaborate with HR service centers.
Offer day-to-day performance management guidance to line management (coaching, career development, disciplinary actions).
Partner with recruitment to build talent pipelines and retention.
Coach leaders on HR policies, learning and development to drive engagement.
Investigate and resolve complex employee relations issues with objectivity.

Skills

Employee relations

Performance management

Leadership coaching

Training program development

Conflict resolution

Interpersonal skills

Education

Bachelor's degree in HR/Business/PSY/OD or related

Tools

Microsoft Office

Job description

Compensation: USD 92000 - USD 113000 - yearly

Company Description

Ent Credit Union and Wings Credit Union joined forces in January 2026. This merger means more opportunities, expanded resources, and a shared commitment to delivering exceptional member service. Together, we become more - empowering members, communities, and teams through a bold, unified future. Both organizations bring a strong legacy of member satisfaction, operational excellence, financial stability, and community impact. Recognized locally and nationally as best-in-class financial institutions and employers of choice, each is known for its commitment to financial well-being and philanthropic leadership. Join us during this transformative time and be part of shaping the future of banking! To learn more about the merger, click here .

Job Description

The HR Business Partner (HRBP) is an important member of the Wings HR team and serves as an expert consultant and trusted strategic business partner on all talent matters. Our HRBPs are integrated "Boots on the Ground" business partners whose primary focus is cultivating effective employee relations. HRBPs collaborate with team members within the HR Core Services Center to resolve general HR questions; their expertise to resolve complex HR concerns. The HRBP is a developing business partner with strong collaboration, planning, problem-solving, and communication skills who has demonstrated the ability to effectively manage multiple tasks and projects. The desired candidate will have experience in several core areas of HR including employee relations, performance management, and leadership coaching.

Essential Functions

HR Strategic Support / Collaboration:
- Collaborates with other HR service centers to bring comments / concerns from staff interactions to the department for review.
- Identify exit data trends and make recommendations to leaders.
- Succession Planning for Chiefs, Execs, and other leaders.
- Suggests ways to refine current or create new processes to streamline the manager / employee experience.
- Assistance with special projects as needed to support new organizational initiatives.
HR Operational Support / Compliance:
- Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
- Collaborate with recruitment, with a strong focus on acquiring and retaining top talent and on building a pipeline for future needs.
- Establish and maintain an intimate understanding of the departments and the business as a whole in order to build effective and productive working relationships.
- Assess business and organizational performance to recommend and drive action through a consultative and trust-building approach.
- Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management, to promote engagement and a culture of continuous growth and development. Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations.
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
- Partner with the legal department as needed/required.
- Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention.
- Provides HR Policy guidance and interpretation.
- Identify training needs for business units and individual executive coaching needs.
- Implement and administer the company's human resources policies and practices.
- Ensure compliance with federal, state, and local employment laws and regulations.
- Serve as an escalation point for Worker's Compensation & FMLA/FAMLI, and ADA escalations.
- Support in providing information and a timely response to UI claims.
Bank Secrecy Act: Remains cognizant of and adheres to Wings policies and procedures, and regulations pertaining to the Bank Secrecy Act.

Minimum Formal Qualifications for this Position

Bachelor's Degree in Human Resource Management, Business Administration, Psychology, Organizational Development or related fieldPreferred
4+ years' experience as a Human Resources Generalist, HR Business Partner, or other HR-related experience specifically with employee relations, performance management, leadership coaching, training program development, etc.Required
4+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization Preferred
2+ years' leadership experience Preferred

Technical or Specialized Knowledge/Skills

Proficient knowledge of employment law including, but not limited to EEO, ADA, ADEA, FLSA, and Federal Contractor / Affimative Action regulations.
Ability to serve as business unit consultant for the purpose of general operational questions relating to all areas of Human Resources.
Technically savvy with skills in Microsoft Office (Excel, Word, PowerPoint).
Knowledge and practical application of Federal, and local employment laws with a solid understanding of the general body of knowledge surrounding HR.
Ability to work independently, resourcefully, and flexibly.
Interpersonal, persuasive, written/verbal communication, and conflict resolution skills.
Planning, organizational, time management, analytical, and problem-solving skills.
Sound judgment and decision-making skills.
High attention to detail and accuracy.
Ability to effectively multi-task and manage multiple concurrent projects with competing objectives.
Ability to coach and influence leaders and employees at all organizational levels to drive performance and engagement.
Skilled in handling sensitive employee relations issues with confidentiality and professionalism.

Certifications Required

Driver's license with acceptable driving recordRequired
Professional in Human Resources (PHR), Strategic Professional in Human Resources (SPHR) or similar Human Resources industry certificationPreferred

Additional Information

PAY RANGE: $92,000-$113,000 annually (S16) with a 15% target annual bonus.

Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, location and internal pay equity.

BENEFITS