Human Resource Business Partner Senior--Customer Care Center

PNC Bank•Pittsburgh, PA

6d•Onsite

About The Position

As a Human Resource Business Partner Senior in PNC’s Human Resource organization, the role serves as a strategic advisor to Customer Care Center leaders, translating business strategy and transformation into forward-looking workforce and talent solutions. The position focuses on workforce transformation, talent and capability strategy, organizational effectiveness, change readiness, data-driven workforce insights, and risk management. It is based in Pittsburgh, Pennsylvania; Cleveland, Ohio; Downers Grove, Illinois; Atlanta, Georgia; or Birmingham, Alabama. PNC describes itself as an in-office company and encourages candidates to discuss workplace expectations with their recruiter and hiring manager. The position manages day-to-day activities and strategic support across personnel management for a department or major business unit. It leads alignment of departmental goals with business direction, advises managers on HR matters, monitors career management programs, counsels on employee relations, and works with senior staff to set priorities and direction for HR initiatives. It also ensures effective communication among location personnel, management, and the corporate office to support HR program execution. The position is incentive eligible. PNC will not provide employment visa sponsorship or participate in STEM OPT for this role.

Requirements

Demonstrated knowledge, skills, and abilities appropriate to the role.
Strategic workforce planning: connect business strategy to future workforce and capability needs.
Business acumen and an enterprise mindset, including understanding connections among people, operations, customer outcomes, risk, and performance.
Ability to evaluate organizational structures, capabilities, talent, and operating practices and recommend solutions.
Data and digital fluency, including use of workforce insights and understanding how AI, automation, and technology are reshaping work.
Ability to lead through transformation and advise on organizational structure, capabilities, and talent.
Strength in succession, assessment, development, and performance.
Ability to advise and challenge senior leaders with sound judgment and identify and mitigate workforce and organizational risks.
Typically, a university or college degree is required for roles at this level; a comparable combination of education, job-specific certifications, and experience, including military service, may be considered in lieu of a degree.
Industry-relevant experience is typically 8 or more years.
Bachelor’s degree listed under Education.
No required certifications, licenses, or language assessments are listed.

Nice To Haves

A master’s degree, PhD, or certifications are desirable.
Preferred skills include business decisions, employee counseling, employee engagement, employee relations, human resources, human resources operations, people management, stakeholder management, talent development, and talent management.
Listed competencies include business acumen, compensation management, HR planning and development, human resources consulting, human resources policies, strategies and environment, influencing, partnering for clients’ success, and staffing and recruiting.

Responsibilities

Serve as a strategic HR partner to Customer Care Center leaders, translating business priorities and transformation into workforce and talent strategies.
Use data and workforce insights to anticipate the impacts of AI, automation, and evolving ways of working; identify workforce needs, opportunities, employee and manager readiness, and risks.
Advise leaders on organizational design, workforce planning, talent, succession, change, and leadership effectiveness.
Partner across HR to build future capabilities and lead the people-related aspects of transformation.
Mitigate organizational and talent risks and drive consistent, innovative solutions that prepare the workforce for the future.
Identify current and future skill requirements and partner across HR to develop solutions.
Build partnerships across the HR ecosystem to connect leaders with relevant expertise and solutions.
Manage day-to-day personnel-management activities and provide strategic support for a department or major business unit.
Lead the department in establishing goals and objectives aligned with the overall business direction.
Advise managers on HR matters and monitor career management programs and employee relations counseling.
Work with senior staff to set priorities and direction for HR initiatives.
Ensure effective communication of issues, operating plans, and responsibilities among location personnel, management, and the corporate office.
Assess and manage risks associated with business objectives and activities in support of PNC’s Enterprise Risk Management Framework.

Benefits

Medical and prescription drug coverage, including a Health Savings Account feature, for eligible full-time employees.
Dental and vision options.
Employee and spouse/child life insurance.
Short- and long-term disability protection.
401(k) with PNC match, pension, and stock purchase plans.
Dependent care reimbursement account.
Back-up child and elder care.
Adoption, surrogacy, and doula reimbursement.
Educational assistance, including select programs that are fully paid.
Wellness program with financial incentives.
Maternity and/or parental leave, depending on eligibility.
Up to 11 paid holidays each year, depending on eligibility.
9 occasional absence days each year, unless otherwise required by law, depending on eligibility.
Between 15 and 25 vacation days each year, depending on career level and years of service.
Incentive-eligible compensation based on company, business, and/or individual performance.