Human Resources Business Partner III (Employee Relations)

Credit One Bank offers an on-site Human Resources leadership role in Las Vegas, NV that centers on building a proactive, compliant, and high-performing workplace. As a Human Resources Business Partner III focused on Employee Relations, you will collaborate with business leaders to shape people strategies that support organizational objectives, while working closely with HR and legal partners to uphold a fair and engaging employee experience.

You will serve as a trusted advisor on workforce planning, organizational effectiveness, talent management, succession planning, employee engagement, and change management, ensuring the right people with the right skills are in the right roles at the right time to drive business results.

Responsibilities

• Act as a strategic HR advisor to leaders on workforce planning, organizational effectiveness, talent management, succession planning, employee engagement, and change management.
• Partner with leaders to assess organizational structure, spans and layers, workforce capacity, and talent needs to support business objectives.
• Coach leaders on performance management, employee development, accountability, communication, conflict resolution, and leadership effectiveness.
• Facilitate talent reviews, succession planning, and development initiatives to strengthen leadership pipelines and organizational readiness.
• Identify and develop high-potential employees through coaching, career development planning, and talent management strategies.
• Leverage workforce data, engagement feedback, and talent metrics to identify trends and recommend solutions that improve organizational performance.
• Support organizational design, restructuring, and change management initiatives while driving adoption and minimizing business disruption.
• Partner with HR leadership and business leaders to foster a high-performing, engaged, and inclusive workplace culture.
• Manage complex employee relations matters, including performance concerns, disciplinary actions, workplace conflicts, investigations, and involuntary terminations.
• Conduct investigations involving harassment, discrimination, retaliation, ethics concerns, workplace violence, fraud, and policy violations.
• Provide guidance on employment policies, legal requirements, and HR procedures while ensuring consistency, fairness, and compliance.
• Manage leave administration, ADA accommodations, return-to-work programs, and relationships with third-party leave administrators.
• Represent the organization in unemployment hearings, agency responses, and employment-related matters while partnering with Legal as needed.
• Develop and maintain HR policies, employee handbook content, compliance programs, and audit controls.
• Maintain confidentiality and exercise sound judgment in handling sensitive employee and organizational matters.
• Analyze workforce, employee relations, leave, turnover, and engagement data to identify risks, trends, and opportunities.
• Provide leaders with actionable workforce insights and recommendations to improve talent outcomes, retention, and organizational effectiveness.
• Prepare reports, dashboards, and presentations that support strategic decision-making.
• Identify and implement process improvements that enhance efficiency, compliance, and the employee experience.
• Participate in HR projects and initiatives as assigned.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent experience may be considered.
• 5+ years of progressive HR experience, including employee relations, leave management, and HR business partner responsibilities.
• 3+ years providing strategic HR consultation to leaders and managers.
• Experience conducting complex workplace investigations and managing sensitive employee relations matters.
• Strong knowledge of employment laws and regulations, including EEO, ADA, FMLA, FLSA, OSHA, NLRA, and applicable state and local laws.
• Experience supporting leave administration, ADA accommodations, and third-party leave vendors.
• Demonstrated success in leadership coaching, talent management, succession planning, workforce planning, and organizational development.
• Experience supporting organizational design, restructuring, and change management initiatives.
• Strong analytical, consultative, project management, and problem-solving skills.
• Excellent communication, presentation, and stakeholder management abilities.
• Ability to influence leaders and manage multiple priorities in a fast-paced environment.
• Experience using HR metrics and workforce analytics to drive business decisions.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Experience with Dayforce or similar HRIS platforms preferred.