Director, HR Business Partner (Wealth Management)

First National Bank of Omaha•Omaha, NE

1d•Onsite

About The Position

Strategic Talent Partner who consults with and advises leaders and managers in shaping and integrating corporate, business, and enablement talent strategies to enhance business performance. Responsible for the talent agenda of assigned business units — leading the design of tailored solutions and guiding talent system adoption through a cross-functional lens, partnering with HR COEs and enterprise stakeholders to ensure alignment, avoid duplication, and connect business leaders with the right expertise when talent matters require further subject matter knowledge. This position will support the Wealth Management group.

Requirements

Bachelor's degree
Business or HR experience (6–8 years minimum)
Unrestricted work authorization and not require future sponsorship.

Nice To Haves

Wealth Management experience highly desired
Strategic consulting and advisory capability
AI literacy
Thinks like a business leader first, HR expert second
Use and interpretation of industry information, data, and financial information
Change leadership in highly ambiguous and uncertain environments
Critical thinking and ethical judgment
Highly adaptable, able to creatively problem solve
Impeccable discretion and confidentiality
Composure in emotional and conflict situations with ability to share direct feedback
Executive presence, including ability to communicate, influence, and challenge leaders

Responsibilities

Thought partner to leaders on critical talent strategies, actions, and decisions.
Leads the contribution to multi-year talent strategy for assigned business units by analyzing workforce trends, identifying capability gaps, and providing insight on talent priorities that align with Corporate, Business, and Enablement Strategies.
Consults with senior HR leadership to recommend adjustments to HR Enablement Strategy based on business unit talent needs and emerging workforce trends, ensuring alignment with business objectives.
Provides data, analysis, and insight to senior leadership for Board/SMT-level talent initiatives, ensuring business unit perspectives inform enterprise-level decisions.
Serves as a trusted advisor to senior leaders on talent and organizational decisions, including assessing talent strengths, gaps, and optimization opportunities within their teams.
Partner with leaders to identify and design work, structure, roles, and resources (people and technology) that optimize business performance and strategy.
Leads business-unit workforce and organizational design projects aligned to enterprise leveling, span, and layer principles; contributes to enterprise-wide planning efforts by providing business unit insights and recommendations.
Analyzes capability requirements and emerging work models within assigned business units; consults with senior leaders on talent investment priorities, providing insight through data-driven rationale on trade-offs and expected business impact.
Leads workforce transformation as AI and human labor evolve, including the optimization of AI-related roles, skills, and operating models; partners with IT and business to align workforce strategy to AI strategy, and drives AI literacy and leadership expectations.
Create talent initiatives or solutions that respond to specific business needs and enhance future-ready capabilities (examples could include tailored experiences for interns, onboarding, hiring, mentoring, surveys, employee & manager feedback, customized data analysis, etc.)
Leads the design and implementation of tailored talent solutions that address unique business unit needs while maintaining alignment with enterprise talent program principles and processes.
Independently executes solutions that align with established enterprise talent principles; consults with HR leadership on initiatives with cross-functional impact or significant resource requirements.
Establishes KPIs for tailored talent solutions in partnership with business leaders and HR COEs; tracks outcomes and provides regular insight to senior leaders on optimization opportunities, recommending adjustments based on business impact data.
Ensures the company's talent system is effectively adopted and executed within business units to meet enterprise standards.
Leads adoption of enterprise talent systems within assigned business units by coaching leaders on effective use of hiring, learning and development, talent identification and succession, performance and rewards, and other talent system components.
May facilitate certain processes but is generally not responsible for operational aspects.
Identifies barriers to adoption and consults with HR COEs on solutions and optimization opportunities.
Leads effective communication to leaders on talent programs and systems, supporting change adoption and consistent understanding across the business unit.
Aligns multiple disciplinary stakeholders to deliver optimal talent outcomes and serves as the voice of the business back into HR.
Leads as the primary connector between business leadership and HR COEs, Technology, Finance, and Facilities when talent topics require subject matter expertise — engaging the right experts at the right time to avoid duplication and ensure enterprise alignment.
Leads and facilitates collaboration across bank leadership on talent sharing and optimization across the enterprise.
Provides insight, feedback, and business context to COEs and framework owners to ensure programs, structures, and processes remain aligned with business objectives and deliver intended value.
Direct involvement in high-stakes or escalated people situations.
Consults with and advises leadership on how to mitigate issues prior to escalation.
Partners with Employee Relations and HR leadership to resolve high-stakes employee situations; provides insight on business context and recommends approaches that balance organizational risk with business unit needs.
Leads escalation of decisions with enterprise-wide implications to the Head of Employee Relations and CHRO based on organizational risk management approach.