Senior Human Resources Business Partner – Enterprise Platforms & Community Markets

M&T Bank•Buffalo, NY

2d•Onsite

About The Position

The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor responsible for aligning people strategy with business objectives, and execution of HR programs for their assigned businesses. Provides expertise in workforce planning, employee development, leadership coaching, and organizational design that enable business performance. Connects all HR COEs in service of the business to influence and drive business value through enhanced operational efficiency and employee engagement. This position typically covers multiple business lines with a medium to high variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of senior to executive level managers in these business lines. The jobholder interacts with senior to executive level managers and supports them through all their talent management needs.

Requirements

Bachelor’s degree or four (4) years relevant experience.
Seven years applicable Human Resources and/or relevant business line experience.
Two years leadership/supervisory experience.
Proficient in common productivity tools (e.g. MS Office 365 and MS Co-Pilot).
Proven experience resolving complex HR related issues.
Operates in a fast pace, high change environment, with a heavy involvement in people projects.
Solid knowledge of MS Office and software used by department.
Understanding of the business (of Human Resources and respective business area(s) assigned, i.e. how the business operates financially, the products and services offered and how they are positioned, who the key customers and competitors are and understanding the environment that could affect future successes).
Thorough knowledge and understanding of applicable laws and regulations.
Highly literate in Human Resources procedures.

Nice To Haves

Masters and PHR/SPHR preferred.
Strong management, leadership, interpersonal and facilitation skills.
Excellent verbal, written, and presentation communication skills.
Excellent problem solving skills to coordinate various HR functions and to respond to changes in the regulatory arena.
Sound analytical abilities and judgment to recommend policies and procedures to conform with state and federal laws/regulations and to research HR policies and practices to achieve Bank’s goals.
Ability to interact and collaborate with all levels of personnel with tact and diplomacy.
Strong negotiating skills.
Ability to handle conflict from varying parties, up to and including senior management.
Strong organizational and resource management skills.
Talent Management certifications – Myers Briggs

Responsibilities

Serve as a strategic advisor and coach to senior leaders, providing guidance on talent, people management, and career development to advance organizational priorities and strengthen overall business performance.
Leverage HR and business knowledge to lead and influence managers on the alignment and deployment of talent and organizational structure.
Predict and diagnose business conditions related to human capital which may have underlying HR ramifications.
Lead the design, development and execution of human capital plans for assigned business(es).
Makes independent decisions on complex human capital matters.
Execute and lead annual HR events (Employee Engagement, Talent Calibration/Review, Performance Management and Compensation Cycle) as HR lead for business lines, providing insight and recommendations to leaders.
Provide strategic consultation to business leaders on human capital and talent issues and promote a culture of leadership accountability for completion of outcomes.
Participate in organizational change efforts including communication plans, employee engagement impact, and organizational design for assigned business lines.
In some cases, lead one or more workstream(s) in support of transformation efforts.
Lead the unification of HR services for assigned business lines by communicating and partnering with HR and other internal resources (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.
Leverage data from the HRIS system to create proactive, data-driven solutions to inform leaders and drive value through human capital strategies.
Demonstrate sound judgement in complex and ambiguous situations.
May manage a small HR Business Partner team.
Create and develop workforce planning efforts.
Create and execute Workforce Planning efforts including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.
Understand and adhere to the Company’s risk and regulatory standards, policies, and controls in accordance with the Company’s Risk Appetite.
Identify risk-related issues needing escalation to management.
Promote an environment that supports engagement and belonging and reflects the M&T Bank brand.
Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.
Complete other related duties as assigned.
Travel throughout assigned territory and/or footprint required, as needed.
Preparation and delivery of annual performance appraisal and related documents.