Senior HR Business Partner

The position serves as a trusted HR advisor to leaders aligning business objectives with HR strategies and solutions. This position is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary.

Essential Duties and Responsibilities:

• Act as an advisor and thought partner to leaders, to elevate people strategies. Provide leadership and partnership to management and employees to deliver a variety of strategic and tactical HR support and programs.

• Provides ownership and accountability for key business departments and provide recommendations to guide decisions related to compensation, organizational structures, retention, and other employee-related activities.

• Drive change through data-based insights and influence. Serve as change champion in support of HR initiatives and functional strategy.

• Design organization structures that are efficient and built to address the company's business strategies.

• Manage and facilitate talent development programs, including succession planning/talent reviews, career conversations, and employee development.

• Coach leadership and employees on policy and procedure, conflict resolution, and change management to promote a fair and equitable work environment

• Identify and improve leadership and management practices; collaborate with the business and other HR staff to develop resolution strategies when specific ER issues arise.

• Deploy appropriate tools to develop and engage leaders, build a diverse bench, and assess training needs for teams and leadership development.

• Evaluate and provide input on rewards and recognition with cross-functional partners: educate leaders on compensation practices and partner with compensation and benefits teams to ensure competitive packages.

• Partner with Leadership and coordinate with HR Specialists on employee relations, onboarding, terminations and job changes.

• Lead and contribute to HR initiatives with stakeholders throughout HR

• Provide input into HR system designs and enhancements.

• Understand, integrate and provide counsel to the business on the various HR programs; ensure HR programs are effectively communicated, implemented and utilized with minimal disruption and strong client partnership.

• May lead and take ownership of key projects, initiatives and participate in cross-functional, critical teams.

  
  

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Qualifications:

• Business acumen with excellent analytical and critical thinking skills

• Ability to build and maintain relationships with internal business partner.

• Demonstrated success in listening, influencing and coaching at the leadership level.

• Must have advanced knowledge and demonstrated capability in Human Resources functions and practices (e.g. organizational design and consulting, employee/associate relations, performance management, training, compensation, recruiting, associate engagement and retention, employment law, organizational development, change leadership, coaching and communications.)

• Excellent written and oral communication skills and must be able to communicate complex issues across all levels of organization.

• Experience working in a collaborative environment; high level of follow-through and accountability.

• Verbal and written communication skills; proactive communicator able to influence and encourage innovation

• Resilient and adapts quickly to changing factors

• Strong problem-solver with the ability to handle sensitive/confidential information.

• In-depth knowledge of legal/regulatory federal and state requirements and ensure fair and consistent daily management of employees, reducing legal risks and ensuring regulatory compliance for employees.

  
  

Supervisory Responsibilities:

• None

  
  

Education and/or Experience:

• Bachelor's Degree in Human Resources or related field.

• Minimum 7 years' demonstrated experience in assisting managers with talent management, addressing organizational and employee development issues, and resolving complex employee relations issues.

• Experience in banking or financial services strongly preferred.

• PHR or SHRM Certification strongly preferred.

  
  

Computer and Software Skills:

• Proficiency in all Microsoft Office applications

• Workday

  
  

Certificates, Licenses and Registrations:

• PHR/SPHR or SHRM CP or SCP certification

  
  

ADDITIONAL INFORMATION

• 10% travel