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HR Business Partner

Cape Cod Five Cents Savings Bank
Job Description


In collaboration with the HR management team, the HR Business Partner plays an integral role in talent recruiting and assisting with implementing HR initiatives across the enterprise. Collaborates with the HR management team to guide employees, supervisors and managers across the full spectrum of HR issues, providing feedback pertaining to all functional components of Human Resources.  Leverages a thorough knowledge and understanding of the entity’s mission and strategy to align HR initiatives and department objectives and serves as a coach for employees, supervisors and managers.


  1. In collaboration with the Sr. Talent Management Officers, responsible for the recruitment and selection for non-Officer roles.
  2. Develop connections with appropriate organizations and establish a recruiting network to build talent pipeline.
  3. Assist in designing and communicating the employment process for internal and external recruiting.
  4. Source candidates through a variety of recruiting methods including social media, print media, the Bank’s website, Internet search engines, job fairs, open houses, etc.
  5. Responsible for creating and maintaining job advertisements in local and regional media. Ensure that a consistent message, reflective of the Bank’s mission, is communicated to potential candidates.
  6. Assist in guiding hiring managers through the recruitment process, including ATS, interview questions, candidate selection, etc.
  7. Ensure compliance with the employment provisions of the Fair Credit Reporting Act (FCRA).
  8. Ensure that staffing forms and records are efficiently maintained and are in compliance with state and federal labor laws, the Bank’s Internal Audit Department expectations, and external auditors. (e.g., Employment Application, applicant releases for FCRA, CORI, AA).
  9. Develop pay offers consistent with compensation policies, internal equity and market value.
  10. Develop and manage vendor associations with temporary agencies.
  11. Assist in the design and implementation of employment programs such as employee referral program, internship program, college recruiting program, social media employment program, etc.
  12. Assist in the administration of the on-Boarding program for new hires.
  13. Perform proactive outreach by way of visiting banking centers, attending manager meetings, and meeting with department heads across the Bank on a regular basis to foster open communication.
  14. Assist in updating the Bank’s comprehensive Employee Guide to reflect changes in Bank policies and/or changes in employment laws.
  15. Recommend HR program and policy changes as appropriate to address changes in business need, “best practices” and/or employment laws.
  16. Assist the HR management team in writing and distributing Bank-wide announcement memos and/or emails as necessary to communicate important information to Bank employees.
  17. Assist in administering the Bank’s compensation programs, including: recommending and administering comprehensive compensation policies; coordinating the performance management process; participating in salary surveys.
  18. Develop, write and edit job descriptions to ensure a consistent format across all Bank departments for job description content.
  19. Collaborate with HR management team to help identify, coach and resolve issues pertaining to performance management and employee relations as necessary.
  20. Collaborate with HR management team to ensure that required reports are completed and submitted in a timely manner.
  21. Ensure that employee records are maintained appropriately and according to laws and regulations.
  22. Assist in the administration of the Bank’s Affirmative Action plan. Work closely with the external vendor.
  23. Advise managers and remain up to date on labor law compliance issues.
  24. Assist with providing information to FDIC examiners, State examiners, outside audit firm and the Bank’s Internal Audit department.
  25. Prepare a variety of ad-hoc reports.
  26. Assist with the research, planning and implementation of various HR projects as needed.



  • Bachelor’s degree with a concentration in Business, Communication, Psychology, or related field.
  • PHR required.


  • 5 years of Human Resources experience with a focus on talent management.
  • Recruiting, sourcing, and talent pipeline experience required.
  • Proven ability to develop collaborative relationships across business lines required.
  • Strong verbal and written communication skills required.
  • Strong working knowledge of Microsoft Office Suite with HRIS/ATS experience.
  • Working knowledge of HR regulations and labor laws and ability to apply in practice.
  • Proficiency and passion for research and sourcing through direct channels, social media, internet sourcing, name generation research and networking.
  • Ability to execute recruiting strategy, including employer branding, candidate management, diversity sourcing, and interview process management.
  • Self-starter with strong sense of urgency, work ethic and confidentiality.
  • Understanding and adoption of recruiting data / metrics, with desire to exceed expectations.
  • Must have cyber security awareness to protect the digital environment, the Bank, and customers.


  • Problem Solving
  • Relationship Building Skills
  • Critical Thinking Skills
  • Courage
  • Technology Savviness/Digital Enthusiast
  • Adaptability and Flexibility
  • Learning Agility
  • Superior Customer Service



Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

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