Lead Human Resources Business Partner

Wells Fargo & Company•Minneapolis, MN

3d•$119,000 - $206,000•Hybrid

About The Position

Wells Fargo is seeking a Lead Human Resources (HR) Business Partner to join our Consumer Business Lending HR team; providing support to management within our National Branch Network organization. The HR Business Partner executes HR strategies and solutions, spanning areas including employee relations, talent acquisition, talent management and development, employee engagement, manager effectiveness, leadership coaching, and more. This partner acts as a trusted advisor to management and will play a critical role in ensuring alignment of HR initiatives to key business priorities and strategic objectives.

Requirements

5+ years of Human Resources Business Partner experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education

Nice To Haves

Strong knowledge of employment laws, HR best practices, and labor relations, including experience in organized environments or expertise in labor law
Experience supporting a geographically distributed workforce and field-based leadership
Ability to leverage human capital metrics, including attrition, hiring and engagement to identify trends, forecast workforce and staffing needs and support data driven decisions
Previous exposure to consumer banking products and services or experience working in a major global financial institution or regulated retail environment
Experience working within a matrixed organization and ability to effectively collaborate with and influence HR peers and partners
Leads with a risk mindset, identifying, escalating, mitigating and managing employment related risks
Adept at the creation and development of executive level presentations which present information in a visually compelling manner
Strong project management skills, able to establish strategic action plans, drive execution and deliver desired outcomes or results
Excellent interpersonal and communication skills
Strategic thinker with strong problem solving and decision making abilities
Demonstrates strong business acumen and ability to develop HR strategies to support the achievement of business priorities

Responsibilities

Lead complex initiatives including those that are cross functional and have broad impact and act as a change agent to support business transformation initiatives
Act as key participant in large scale planning; lead projects or serve as a mentor for less experienced employees and promote a positive work culture by implementing initiatives that enhance employee satisfaction and overall engagement
Review and analyze complex, multi-faceted, large-scale, and long-term business challenges that require in depth evaluation of multiple factors including intangibles or unprecedented factors
Provide forward looking, strategic human resources consultation, resulting in comprehensive human capital strategies for a complex business or enterprise function
Use understanding of business and enterprise goals to identify needs, opportunities, solutions, and risks relating to human resources programs and services, workforce productivity and engagement, organizational design and performance, and talent management.
Assess and consult on the impact of human capital strategies, make recommendations for adjustments or enhancements, and ensure execution of the human capital plan to achieve business and risk objectives
Partner with executive and more experienced leaders to anticipate opportunities to influence and lead change that will improve individual, team, and enterprise performance and this can include partnering with recruiting to support our talent acquisition strategy including our approach to source, assess, select top talent
Embrace the Human Resources Operating Model by proactively and effectively collaborating with internal partners to positively influence outcomes
Resolve complex issues and lead others to meet project deliverables while leveraging solid understanding of policies, procedures, and compliance requirements
Drive execution of annual processes including goal setting performance appraisal process compensation planning
Coach managers on performance improvement plans and employee development strategies