HR Business Partner II

Fifth Third Bank • Cincinnati, OH

3d • Onsite

About The Position

HR BP works closely with the Senior HR Business Partner, other Business Partners, assigned managers and HR Centers of Excellence ("COEs") on HR initiatives. This role supports the Senior HRBP and managers within the assigned business unit (i.e., affiliate, line of business or division) to execute the business unit's HR strategies. An HR Business Partner in an affiliate may support a Line of Business across a Region. Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined. Accountable for always doing the right thing for customers and colleagues, and ensures that actions and behaviors drive a positive customer experience. While operating within the Bank’s risk appetite, achieves results by consistently identifying, assessing, managing, monitoring, and reporting risks of all types.

Requirements

• Bachelor's degree in HR or related field (or equivalent working experience).
• A minimum of 3 years of progressive Human Resources or related business experience.
• Experience operating in an environment that stresses both individual accountability and team-based performance.
• A sense of urgency and a continual drive for results coupled with an ability to partner effectively with management.
• The ability to be highly effective in a team-oriented environment and to build relationships based on added value, not title or authority.
• Previous experience should include successfully implementing processes, best practices and operational change initiatives.
• Incumbent must show an ability to successfully collaborate with and influence management and peers to support growth and financial results.
• Interpersonal, negotiation, verbal and written communication, and presentation skills.
• Problem solving and analytical skills.
• Ability to interact well with all organizational levels.
• Ability to use all Microsoft Office software, including: Word, Excel, Power Point, and Access Database.

Nice To Haves

• PHR certification.
• Relevant HR generalist experience working in a large, corporate environment.
• Financial Services experience.
• Exposure to multiple disciplines within HR as well as general business acumen.

Responsibilities

• Support the execution of business unit strategies and plans.
• Implement HR strategies and solutions that support the short- and long-term business objectives.
• Establish effective relationships with assigned business unit managers.
• Follow a disciplined consulting process (diagnose, validate, contract, source, deliver and evaluate) to address business issues.
• Collaborate with key internal partners (e.g., HR COEs, Finance) to achieve business objectives.
• Provide advice and counsel to business unit managers regarding their behaviors, skills, and competencies, including individual and team development, business decision-making, problem-solving, and general leadership practices.
• Drive managers' ownership for managing and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management, and pay-for-performance).
• Drive manager accountability for employee engagement for the business unit, including development and execution of the impact plans.
• Work proactively with business unit managers to understand and influence current and future states.
• Support organization change interventions (including structure, strategies and other ODP programs) to facilitate transition to future state.
• Support managers in executing change within their business units (e.g., acquisitions, de novo growth, restructuring, etc.) by using a consistent Bancorp Change Management strategy.
• Support the integration in a merger or acquisition, partnering across affiliates, lines of business and Bancorp HR functions.
• Providing employees timely, candid and constructive feedback.
• Developing employees to their full potential and providing challenging opportunities that enhance employee career growth.
• Developing the appropriate talent pool to ensure adequate bench strength and succession planning.
• Recognizing and rewarding employees for accomplishments.

Benefits

• Comprehensive benefits
• Differentiated compensation offerings
• Incentive compensation plan, with any such payment based upon company, line of business and/or individual performance
• Extensive benefits programs designed to support the individual needs of our employees and their families, encompassing physical, financial, emotional and social well-being

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees