Human Resources Generalist Business Partner

Working for Pacific Service Credit Union

We put people first. That includes our members, our employees and the communities we serve. We hire energetic and enthusiastic people who want to work as part of our team.

What’s in it for you?

Health insurance coverage: We provide our employees with 97% premium employer-paid medical and 100% premium employer-paid dental, vision, disability and basic life insurance for full-time employees and a low monthly premium for eligible dependents.

401k: We contribute 3% of your base salary to your 401k account regardless of whether you contribute or not. In addition, we match 75% of your contributions up to the first 3% of eligible compensation beginning after your first day of employment and up to 6% after three years of service.

Bonus program: All employees are rewarded for attaining our annual organizational goals.

Tuition Reimbursement program for employees eligible after six months of service.

Recognition program where employees can be nominated by management, their peers or by members.

Employee referral bonus.

Student Loan Repayment Assistance: Contributions toward your student loans every month by the credit union after six months of service.

Employees are eligible to receive a consumer loan rate discount

Vacation and sick time: Full-time employees receive more than two weeks’ vacation per year, 11 paid holidays and 10 days of sick leave.

Our Hiring Process

• We believe it’s important for you to know where you stand in our hiring process. Below is an outline of the steps we take to make the best hires possible.
• Apply: Submit your resume for one of our job openings.
• Our Talent Team and our partner – Total Quality Consulting (TQC Team) will review your submitted information and will call or email successful applicants for an interview as soon as possible.
• In-Person Interview: After a screening call with TQC, we’ll invite a final number of candidates to our office for an in-person interview or set up a live Zoom meeting with the hiring manager(s).
• If we believe that you have what it takes, we'll make an offer and provide next steps in the hiring process!

About this Role

At Pacific Service Credit Union, we are committed to strategic growth through trust, innovation, and operational excellence. By empowering our internal teams with the tools and support they need to succeed, we strengthen organizational efficiency, ensure compliance, and advance our mission of enhancing member financial well-being.

The HR Generalist serves as a trusted People Operations Business Partner to assigned Credit Union departments, supporting leaders and employees throughout the employment lifecycle. This position provides guidance and hands-on support across employee relations, recruitment, compliance, employee experience, communications, recognition, events, workers’ compensation, and HR technology.

The Credit Union employs two HR Generalists who collectively share responsibility for these functions. Each Generalist will be assigned primary areas of responsibility and departmental partnerships based on organizational needs, workload, and individual strengths. Both positions are expected to collaborate closely, maintain cross-functional knowledge, and provide backup support to ensure consistent and responsive service.

This role requires an organized and dependable individual with strong communication skills and the ability to complete tasks accurately and on time. The position supports the team and organization by assisting with day-to-day activities, completing assigned projects, and contributing to efforts that advance organizational goals and uphold core values, while enhancing member/service outcomes.

Essential Job Functions

Business Partnership

• Serves as a primary People Operations Business Partner for assigned Credit Union departments.
• Builds effective relationships with department leaders and develop an understanding of their operations, workforce needs, staffing, challenges, and goals.
• Advises leaders on employee relations, performance management, goals, staffing, organizational changes, policy interpretation, and other people-related matters.
• Partners with leaders to identify workforce trends, employee concerns, and opportunities to improve team effectiveness and the employee experience.
• Provides consistent guidance that aligns with Credit Union policies, values, business objectives, and applicable employment laws.

Employee Experience

• Supports and oversees initiatives that enhance employee experience throughout the employment lifecycle.
• Evaluates employee feedback to identify opportunities for improved engagement, communication, retention, and workplace practices.
• Coordinates employee recognition programs and helps ensure employees are acknowledged in meaningful and equitable ways.
• Plans and support employee events, engagement activities, celebrations, and other culture-building initiatives.
• Partners with People Operations colleagues and department leaders to foster an inclusive, positive, and high-performing workplace.
• Delivers engaging and effective training sessions on HR-related training sessions such as new hire orientation, benefits onboarding, workplace conduct, safety and/or credit union policies.

People Operations Communications

• Coordinates communications originating from or distributed through People Operations.
• Drafts, reviews, and distributes employee communications related to policies, programs, benefits, events, organizational updates, and other workplace matters.
• Maintains appropriate People Operations communication channels, calendars, resources, and materials.
• Recruitment and Staffing
• Partners with hiring managers to clarify staffing needs, position requirements, selection criteria, and recruitment timelines.
• Coordinates recruitment activities in partnership with the Credit Union’s external recruiting resource.
• Monitors recruitment progress and help resolve delays or barriers in the hiring process.

Employee Relations

• Provides guidance to leaders and employees regarding workplace concerns, performance issues, policy application, conflict resolution, and corrective action.
• Conducts or support prompt, thorough, and impartial workplace investigations, in collaboration with HR Manager.
• Assists leaders with documenting performance concerns, coaching conversations, and corrective actions.
• Identifies employee relations trends and recommend proactive solutions.
• Escalates complex or high-risk matters to the HR Manager or Chief People Officer as appropriate.
• Maintains confidentiality and exercise sound judgment when handling sensitive employee matters.

HR Compliance

• Supports compliance with federal, state, and local employment laws and regulations.
• Assists with the development, review, communication, and consistent application of People Operations policies and procedures.
• Monitors employment-law developments and recommend updates to practices, processes, and employee communications.
• Maintains accurate documentation and records required for audits, reporting, investigations, and regulatory compliance.
• Assists with internal and external audits and required employment-related reporting.
• Partners with People Operations leadership to identify and mitigate employment-related risk.

Workers’ Compensation

• Coordinates workers’ compensation claims, including initial reporting, documentation, employee and manager communication, and follow-up.
• Serves as a liaison among employees, leaders, claims administrators, medical providers, and insurance partners.
• Supports return-to-work and transitional-duty processes.
• Monitors open claims and maintain accurate, confidential records.
• Partners with appropriate stakeholders to identify workplace safety trends and opportunities to reduce injuries and claims.
• HR Technology and Systems
• Supports the effective use of HR technology, systems, and digital tools.
• Identifies technology needs and opportunities to improve People Operations processes and the employee experience.
• Coordinates system access, testing, implementation, upgrades, troubleshooting, and user support in partnership with internal and external resources.
• Maintains data accuracy and help ensure appropriate access, privacy, and security controls.
• Develops instructions, resources, and training to help employees and leaders use HR systems effectively.
• Generates reports and analyze workforce data to support People Operations and business decisions.
• Contribute to company innovation and continuous improvement. Foster a culture of evolution by adapting to changes, optimizing processes, and contributing to the growth and success of the organization.
• Demonstrate accountability in your work by taking ownership of responsibilities, setting clear goals, meeting deadlines, and delivering high-quality results. Act with integrity, follow through on commitments, and uphold professional standards.
• Support and uphold company culture by aligning your work with the credit union’s mission and values, contributing to a positive, high-performing environment.
• Demonstrate dependable performance including attendance and punctuality, recognizing that it is essential to organizational excellence and operational success.
• Comply with all anti-money laundering laws, including the Bank Secrecy Act, OFAC regulations, and the USA PATRIOT Act, as well as all related policies and procedures.

Supporting Functions

Provides back-up and support to management, as directed.

Performs special projects and other responsibilities, as directed

Competencies

• The following competencies are essential for success in this role:
• Job knowledge: Demonstrates solid job expertise; learns and applies new skills effectively; works with minimal supervision; understands how work impacts others; uses resources efficiently.
• Effective communication: Communicates clearly and concisely; tailors messages to audience needs; engages listeners; keeps stakeholders informed.
• Problem solving: Identifies issues early; gathers and analyzes information effectively; develops alternatives; resolves problems promptly; contributes productively to group solutions.
• Quality of work: Delivers accurate, thorough work; proactively reviews processes; prevents recurring issues; ensures deliverables meet all standards, expectations, and deadlines.
• Member focus: Shows courtesy and professionalism; manages difficult situations constructively; meets commitments; responds promptly; seeks feedback to improve service.
• Collaboration: Builds strong working relationships; demonstrates tact and professionalism; supports others; works cooperatively; helps resolve conflicts productively.
• Execution: Translates strategy into action; pursues goals with focus and urgency; commits the necessary effort; implements plans efficiently and delivers results within required timeframes.

Required Minimum Qualifications

Education

• Bachelor’s degree in Human Resources or a related field, or equivalent relevant work experience, required.

Experience

• Four (4) to six (6) years of progressive experience required in human resources, including benefits and leave administration, performance management, employee relations and recruitment.
• In depth knowledge of HR laws, principles and practices related to compliance of federal, state and local laws and regulations, required.
• Extensive knowledge of federal and California employment laws, including wage and hour regulations, to ensure compliant HR practices.
• Demonstrates high levels of professionalism, discretion, and emotional intelligence when handling sensitive matters.
• Clear, concise oral and written communicator and project management skills, required.
• Operate as a self-starter who works effectively both independently and collaboratively, with strong organizational and interpersonal skills, and thrive in a fast pace dynamic environment.
• Ability to exercise independent judgement and make sound decisions on a daily basis.
• Strong attention to detail, supported by analytical, problem solving, and critical thinking abilities is essential for success in this role; able to assess complex issues and provide practical, scalable recommendations.
• Ability to interact professionally and work with all levels of the credit union staff including, senior executives, while maintaining confidentiality at all times.
• Proactively identify opportunities to streamline workflows and recommend process improvements to enhance efficiency and effectiveness.
• Proficiency in HRIS and ATS software; preferably ADP.
• Excellent oral and written communication skills, required.
• Must be proficient in computer programs (e.g., Microsoft Office Suite).

Preferred Qualifications

PHR or SHRM-CP certification, highly preferred.

Experience working with mid-to-large employers, preferred.

Physical Requirements

• Hearing: Ability to hear and comprehend spoken communication in person and over the phone.
• Vision: Ability to view computer screens and read documentation with clarity and accuracy.
• Verbal Communication: Ability to speak clearly and effectively to interact with colleagues and/or members. Frequent use of telephone headset may be required.
• Manual Dexterity: Proficient use of hands and fingers for typing, operating office equipment, and handling documents.
• Posture and Endurance: Ability to sit or stand at a workstation for extended periods; adjustable sit/stand desk options may be available to support comfort.
• Mobility: Ability to move within the office environment to attend meetings or assist colleagues, as needed.
• Lifting and Carrying: Occasionally required to lift and carry materials weighing up to 30 lbs.
• Hours Required: A work schedule of Monday through Friday, generally 8 a.m. to 5 p.m., with some alternate work schedules. This position is eligible for the credit union's telecommute policy.
• Travel Requirements: Less than 10% local travel, required. Limited travel during the work schedule, primarily for training, meetings, or special projects.