Senior Human Resources Business Partner

• Demonstrate passion about partnering with business leaders to build a client focused culture supported by the right employee capabilities.
• Collaborate and partner with business leaders to understand organizational objective and provide strategic HR guidance. Define talent problems and hypothesize, test and build solutions.
• Lead the execution of enterprise talent management strategies, including Talent Identification, Succession Planning, leadership development, and critical role planning.
• Partner with leaders to assess leadership and capability readiness, identifying strengths, gaps, and future risks aligned to Meridian’s strategic priorities.
• Enable leaders to grow talent with purpose and intent, fostering internal mobility, leadership depth, and inclusive succession pipelines

• Provide strategic advisory support on organizational design, structure, role clarity, and spans of control, ensuring alignment to strategy and operational effectiveness.
• Support transformation initiatives (e.g., restructures, workforce optimization, operating model shifts) with a strong focus on change impact, people risk, and sustainability.
• Partner with senior leaders to develop forward-looking workforce plans aligned to business strategy, operating models, and financial targets.
• Lead position management governance, ensuring role creation, changes, and backfills align with approved headcount, spans of control, and organizational design principles.
• Provide strategic guidance on capacity planning, demand forecasting, and skill mix optimization to support current and future business needs.
• Use workforce and position data to assess organizational health, identify gaps, redundancies, or risk areas, and recommend evidence-based solutions.
• Support enterprise initiatives related to cost management, productivity, and FTE optimization, including vacancy governance and scenario planning.

• Leverage people data and analytics to deliver clear, evidence-based insights on workforce health, talent risk, engagement, turnover, and capacity.
• Translate data into compelling narratives and recommendations, helping leaders connect insight to action and outcomes.
• Use analytics to anticipate challenges, challenge assumptions, and improve the quality of workforce decisions at an enterprise level.
• Partner with People Analytics teams to continuously strengthen Meridian’s data maturity and insight capability.

• Proactively identify, assess, and mitigate workforce-related risks (e.g., capacity, capability, succession, employee relations, and regulatory risk) that could impact business continuity and performance.
• Act as a trusted advisor to leaders on employment legislation and people-related policy compliance, ensuring decisions align with legal, regulatory, and organizational standards.
• Embed a risk-lens into workforce planning, organizational design, and position management decisions to ensure sustainable and compliant structures.

• Demonstrated expertise in talent management, organizational design, and workforce analytics.
• Experience supporting transformation, growth, or operating model change in complex organizations.
• Strong strategic thinking and ability to connect people initiatives to business outcomes.
• High level of data literacy — comfortable interpreting, questioning, and applying insights from people analytics.
• Advanced consulting skills including influencing, diagnosing issues, and navigating ambiguity.
• Ability to balance enterprise consistency with business-specific nuance.
• Executive-level communication skills; able to frame insights succinctly and credibly.
• Adaptability and Resilience: Flexibility to navigate a dynamic and changing business environment, adapt to new technologies and methodologies, and remain resilient in challenging situations.
• HR Expertise: In-depth knowledge of HR principles, practices, and regulations including talent management, performance management, compensation, benefits, employee relations, and employment law.
• Change Management: Proficiency in leading and managing change initiatives within the organization, including restructuring, mergers, acquisitions, or organizational culture shifts.
• Leadership: Ability to lead and develop HR teams, mentor junior HR professionals, and collaborate effectively with cross-functional teams.

• Bachelor’s degree or post graduate certificate in Human Resources is required.
• Certified Human Resources Leader (CHRL) is preferred.
• 8+ years of progressive HR experience, including experience as an HR Business Partner supporting senior leaders
• Experience supporting multi-disciplinary or enterprise portfolios, ideally within financial services, credit unions, or highly regulated environments

• We have an inclusive and collaborative working environment that encourages creativity, curiosity, and celebrates success
• We provide you with the tools and technology needed to delight your candidates and clients
• You'll get to work with and learn from diverse industry leaders
• Hybrid work arrangements with in-person office time to collaborate, innovate and build relationships with your colleagues
• This isn't your typical "corporate" job. We work hard and we have fun!

• Embedding & leveraging technology – Confidence and willingness to learn and integrate AI and emerging technologies into new ways of working. Experience with low/no code tools like the Microsoft Power Platform and generative AI productivity tools like Microsoft Copilot is considered an asset
• Critical Thinking – The ability to analyze, evaluate and interpret information from various sources and apply logic and problem solving to make decisions.
• Data Driven– Leverage data and insights to identify, prioritize and improve member experience and business efficiency.
• Curiosity & Flexibility – Comfortable navigating and embracing change and uncertainty, ask more questions, explore more options. Continuously learn and grow.

Meridian Credit Union