Human Resources Business Partner & Generalist

Washington Trust•Westerly, RI

3d•Hybrid

About The Position

Washington Trust has an opportunity for a seasoned HR leader-practitioner to join our team as a Human Resources Business Partner & Generalist. In this role, you’ll partner closely with leaders and employees to deliver both strategic and hands-on, end-to-end HR support across employee relations, talent acquisition, talent development, performance management, and strategic partnership. You’ll bring a strategic mindset with a highly service-oriented, execution-focused approach to help build an inclusive, high-performing culture across your assigned business lines. You will help shape the organization by identifying, attracting, developing and retaining high-caliber professional talent, while also serving as a trusted advisor on day-to-day and complex people matters across assigned business lines, with particular focus on commercial banking, wealth management, mortgage, and consumer lending. A hybrid work model supports both flexibility and strong connection to the business.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
10+ years of progressive HR experience, including meaningful time spent as both an HR Business Partner and an HR generalist
Demonstrated success identifying, sourcing, and hiring professional talent, preferably in banking or financial services
Strong knowledge of employment law, employee relations, and HR best practices
Demonstrated ability to influence and partner with senior leaders
Strong executive presence, polish, and credibility with senior leaders, employees, candidates, and external partners
Excellent communication, coaching, and relationship-building skills
Strong judgment, discretion, and ability to operate independently
Working knowledge of HRIS/ATS platforms (Dayforce preferred) and Microsoft Office

Nice To Haves

HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) a plus

Responsibilities

Serve as a trusted advisor to division leaders, grounded in strong understanding of banking roles, talent markets, and workforce dynamics
Translate business priorities into practical, executable people strategies and actionable workforce and talent plans
Partner with leadership teams to anticipate talent risks and opportunities tied to growth, succession, and customer-facing roles
Balance advocacy for people with pragmatism for the business, consistently exercising sound judgment
Build deep credibility with business leaders through responsiveness, sound judgment, and a strong understanding of banking roles and operating models
Ensure a consistent, high-quality HR experience for employees and leaders across supported business lines
Partner with leaders to understand current and future talent needs based on business strategy, growth plans, and operating models
Own talent identification and recruiting strategy for key professional and customer relationship management roles across assigned business lines
Actively source talent using professional networks, referrals, market intelligence, and targeted outreach—not solely inbound applicants
Serve as a thought partner to leaders on “who to hire,” not just “how to hire”
Manage full-cycle recruiting end-to-end, maintaining a high-touch, relationship-based candidate experience
Serve as a strong ambassador of the Washington Trust brand in the market, representing the organization with professionalism and polish
Use market insight to advise leaders on talent availability, timing, and realistic hiring tradeoffs
Analyze headcount, turnover, and staffing trends; translate insights into actionable hiring, retention, and redeployment plans
Identify capability gaps and recommend build/buy/borrow solutions (upskilling, succession, recruiting, contractors/temporary resources)
Support succession planning, leadership development, and high-potential initiatives
Partner with managers and employees as a trusted advisor on employee relations, performance concerns, and day-to-day workplace questions
Support engagement and retention efforts that strengthen the overall employee experience
Guide leaders through complex performance and employee relations matters
Provide thoughtful, balanced counsel that reflects both policy expertise and sound business judgment
Partner with managers to drive and support strong performance management practices, including goal setting, coaching, feedback, and calibration
Coach leaders on people decisions, talent development, and retention strategies
Review compensation and internal equity within supported business lines; provide recommendations on salary ranges, promotions and pay adjustments
Support succession planning and internal mobility for critical roles