Human Capital Business Partner III

Our ideal candidate: We are seeking candidates deeply committed to our mission: to transform the banking industry from within. We lead by example, collaborate with and invest in change\-makers and build sustainable prosperity in our communities.

Who we are: Beneficial State is one of only a handful of B\-Corp banks in the nation and one of the highest\-rated B\-Corps on the planet. That means that we subscribe to a rigorous evaluation standard that measures our positive impact, not just our profitability. We demonstrate how a bank can combine social equity, environmental sustainability, and business stability to create a better financial system – a system that drives inclusive prosperity to benefit people and the planet. \#BCorp \#WeAreBCorps

Join our team: If you are ready to do challenging and transformative work that will build a brighter future for us all, and you are hungry to bring your passion and energy to the table, we welcome your application.

TITLE: JOB CODE:

FLSA: Exempt SALARY GRADE: 10

JOB FAMILY: Admin UNION REPRESENTATION: NA

DEPARTMENT: HC SUPERVISORY ROLE Y/N: N

SCHEDULE: LOCATION: Monday\-Friday Hybrid CATEGORY: Full\-Time

REVISION DATE: 03/2026

POSITION OVERVIEW

The Human Capital Business Partner III (HCBP III) provides senior\-level human capital consultation to leaders and managers across the organization. This role partners closely with leadership to define and execute people strategies aligned with business objectives, labor strategy, and organizational priorities. The HCBP III leads complex employee and labor relations matters, advises on compliance and risk, supports workforce planning, and drives change initiatives. This role operates with a high degree of autonomy and serves as a strategic advisor and escalation point within the Human Capital team.

ESSENTIAL DUTIES

Strategic Business Partnership \& Workforce Strategy

• Serves as a strategic advisor to senior leaders, aligning human capital strategies with business goals, labor strategy, and organizational priorities.
• Anticipates workforce risks and trends; partners with leadership to develop proactive, sustainable solutions.
• Supports strategic workforce planning, succession planning, and organizational design initiatives.
• Leads organizational assessments and translates strategy into actionable people initiatives.

Employee \& Labor Relations

• Manages highly complex employee and labor relations matters, including grievances, disciplinary actions, and sensitive workplace issues.
• Serves as a senior advisor on labor relations strategy, contract administration, and grievance resolution in a unionized environment.
• Partners with leaders to navigate labor\-management issues while maintaining compliance with CBAs and employment law.
• Provides guidance and oversight on investigations involving high\-risk matters (e.g., harassment, discrimination, retaliation).

Compliance, Risk \& Investigations

• Advises leaders on employment and labor law compliance, risk mitigation, and best practices.
• Leads or provides senior\-level support for investigations requiring advanced judgment and discretion.
• Supports audits and compliance reviews; ensures alignment with internal policy, CBAs, and regulatory requirements.
• Develops and reinforces policy frameworks to support consistent application and legal compliance.

Performance Management \& Leader Coaching

• Coaches senior leaders and managers on performance management, accountability, and corrective action.
• Supports complex performance improvement processes within a unionized environment.
• Guides leaders through difficult conversations and change\-related people impacts.

Change Management \& Organizational Effectiveness

• Partners with leadership on department\-level and enterprise\-wide change initiatives.
• Supports workforce transitions, reorganizations, and labor impacts related to organizational change.
• Collaborates with unions and stakeholders to support smooth implementation of change initiatives.

Collaboration, Data \& Continuous Improvement

• Analyzes people data and trends to inform recommendations and support decision\-making.
• Acts as a liaison with other Human Capital functions to ensure integrated service delivery.
• Contributes to enterprise initiatives and continuous improvement efforts within Human Capital.
• Completes mandatory compliance training in accordance with established deadlines.

The position performs duties specific to the position and other functions as assigned.

ROLE COMPETENCIES/SKILLS

• Attention to detail
• Collaboration \& Communication
• Diversity \& Inclusion
• Execution \& Ownership
• Time management
• Change management
• Conflict resolution
• Critical thinking
• Dealing with Ambiguity
• Talent \& Performance management
• Organizational design \& Development
• Mergers \& Acquisitions
• Initiative
• Legal
• Compliance
• Employee relations

ENVIRONMENT, PHYSICAL \& MENTAL ACTIVITIES

• The incumbent is in a non\-confined office\-type setting in which they are free to move about at will. It may include some minor annoyances such as noise, odors, drafts, etc. For Hybrid and Remote roles, work may also be performed away from BSB worksites depending on the position and requirements. For Hybrid/Remote work, employees are required to have an environment when working at home that has a dependable, high\-speed internet connection and environment conducive to frequent phone or internet calls where private, confidential or other information is not visible, able to be overheard, or physically or electronically accessible to anyone else.
• The incumbent in the course of performing this position spends time writing, typing, speaking, listening, lifting (up to 10 pounds), driving, carrying, seeing (such as close, color and peripheral vision, depth perception and adjusted focus), sitting, pulling, walking, standing, squatting, kneeling and reaching.
• The incumbent for this position may operate any or all of the following: personal computer, cellular telephone, printer, fax, and other standard office equipment.
• The incumbent in this position must be able to accommodate reading documents or instruments, detailed work, problem solving, customer contact, reasoning, math, language, presentations, verbal and written communication, analytical reasoning, stress, multiple concurrent tasks and constant interruptions.
• The work environment characteristics, physical and mental demands described here are representative of those an employee encounters while performing the essential functions of this job.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

POSITION REQUIREMENTS

Minimum Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
• 7–10 years of progressive human resources experience with demonstrated ownership of complex employee and labor relations matters
• Significant experience supporting leaders in a unionized environment, including grievance resolution and contract administration
• Advanced experience leading sensitive and high\-risk workplace investigations
• Strong working knowledge of employment and labor laws

Preferred Qualifications

• Professional certification (PHR, SPHR, SHRM CP, SHRM SCP, or equivalent)
• Experience advising senior leaders and executives
• Experience supporting organizational change, workforce strategy, or labor negotiations
• Multi\-state HR experience

COMPENSATION

The posted pay range is the lowest to highest compensation we reasonably in good faith believe we would pay at posting for this role but may include ranges from the different geographies where this position may be based. New employees' starting pay is usually from the start of the range to approximately 25% of the max, more qualified and/or experienced employees may start near the middle of the range for their geography. We may ultimately pay more or less than this range.

Compensation for our organization is based on factors that include the role, required knowledge, skills, abilities and competencies, and candidates’ relevant education, qualifications, certifications, experience, skills, seniority, location, performance, union contract and business needs. Our pay ranges are based on national living wage indexes, such as MIT's living wage index, to enable us to pay our employees beyond what are standard practices for many employers, and also take into account geographically\-specific recent compensation market survey data for each position.

BENEFITS

Beneficial State Bank’s benefits include a comprehensive package designed to support you and your eligible dependents. We focus on the holistic health of our team members and promote work\-life balance.

Our benefit package includes:

• Medical / Dental / Vision / Basic Life / STD / LTD
• Vacation Days: 2\-4 weeks depending on role
• Sick Days: 12 days per year
• Holidays: 11 days per year
• 401(K) / ROTH / FSA / HSA / EAP
• Education and Adoption Assistance
• Bank\-Wide Annual Discretionary Bonus Program
• Production\-based incentive program available for some roles.
• Paid Volunteer Time: 4 days per year / annual match of qualifying employee donations
• Paid Sabbatical Program after 5 years of service
• Pet Benefits

For detailed information about our benefits, please visit http://www.beneficialstatebank.com/about\-us/careers

You are welcome here at Beneficial State Bank. We are an equal opportunity employer and all qualified applicants will receive consideration for employment regardless of race, color, religion, sex, sexual orientation, national origin, gender identity, disability or veteran status.