**If you are a current FIB employee, please apply through the Career Worklet in the Employee Portal. This position may be located at any of the offices within First Interstate Bank's fourteen state footprint, including Arizona, Colorado, Idaho, Iowa, Kansas, Minnesota, Missouri, Montana, Nebraska, North Dakota, Oregon, South Dakota, Washington and Wyoming. What's Important to You We know your career is just one aspect of a meaningful, complex, and demanding life. That's why we designed our compensation and benefits package to provide employees and their families with as much choice as possible. Generous Paid Time Off (PTO) in addition to paid federal holidays. Student debt employer repayment program. 401(k) retirement plan with a 6% match. The health and happiness of the places we call home matter to us. Learn a little more about what we do for the communities we serve, and why we want YOU to be a part of it. We encourage you to apply. Reach for what you want and tell us why your work ethic and willingness to learn make you a natural fit for #TeamFirstInterstate. SUMMARY The Human Resources Business Partner (HRBP) functions as an integral member of an assigned line(s) of business (LOB), department(s), and/or territory, collaborating with leaders and managers to maximize all aspects of people performance in order to deliver business objectives. This role partners with HR subject matter experts to design and execute human capital initiatives, including talent development, recruiting, total rewards, and employee relations. The HRBP plays a critical role in coaching and advising senior leadership to guide informed, data-driven business decisions which drive improved business performance, and helping leaders identify, prioritize and build organizational capabilities, structures and processes. The HRBP leads, coordinates and implements the best practice application of HR policies and procedures throughout the line of business they support and maintains overall implementation and management of HR policies throughout those lines of business. ESSENTIAL DUTIES & RESPONSIBILITIES Serves as the primary HR resource for assigned line of business, providing comprehensive support and balancing employee advocacy and business operating needs. Using standard HR processes and tools, develops implementation plans that ensure consistent HR disciplines and processes within line of business. Helps develop, use and master HR processes, systems and tools to ensure consistency across the organization. Masters the technology of the HR systems, and be an advanced user of those systems, particularly in pulling and interpretation of analytic data to provide meaningful insights into the business and actionable recommendations. Provides day-to-day HR leadership and execution in the assigned line of business in the areas of organizational effectiveness, team development, communication, workforce planning, performance management, total rewards, management development/coaching, employee engagement, diversity and organizational interventions as needed. Collaborates with other members of the HR team to implement the HR strategy, including representing line of business's business strategy, expectations, and employee concerns, representing HR to the business leaders, and reconciling issues that create conflict between HR and business unit strategy. Partners with Compensation team to facilitate compensation processes, including job creation and pricing requests, incentive pay, base pay increases, offers for strategic/critical hires, etc. to ensure consistency with applicable policies and practices. Identifies training needs and may facilitate leadership and functional groups training as required as well as participate in evaluation and monitoring of success of training programs and ensuring training objectives are met. Identifies talent gaps and training needs, and functions