Senior Human Resources Business Partner

Wells Fargo•Chandler, AZ

22h•Hybrid

About The Position

About this role: Wells Fargo is seeking a Senior Human Resources Partner to join our Consumer Banking and 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. In this role, you will: Lead moderately complex HR initiatives and contribute to large‑scale planning by analyzing business challenges and supporting leaders across varying levels of complexity. Provide consultation, guidance, and hands‑on support for human capital strategies, leadership initiatives, and people-related decisions. Ensure efficient delivery of specialized HR services, advising leaders using organizational insights, data, and HR best practices to develop effective solutions. Resolve moderately complex issues, lead teams to meet project deliverables, and apply strong knowledge of policies, procedures, and compliance requirements. Collaborate with HR partners, colleagues, and managers to address issues, influence outcomes, and support the HR Operating Model. Drive change management and transformation initiatives while fostering a positive work culture and enhancing employee engagement. Execute annual HR processes, including goal‑setting, performance reviews, and compensation planning. Coach managers on performance improvement, employee development, and leadership effectiveness. Partner with leaders and Talent Acquisition to support sourcing, assessing, and selecting top talent. Use workforce data—such as attrition, hiring, and engagement metrics—to identify trends, forecast staffing needs, and inform decision‑making.

Requirements

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

Nice To Haves

Labor relations expertise or HR experience in organized or regulated environments, with strong knowledge of employment laws and HR best practices.
Experience supporting a geographically distributed workforce, field‑based leaders, and working within a matrixed organization with the ability to collaborate and influence HR partners.
Background in consumer banking, financial services, or other highly regulated industries, demonstrating strong business acumen and ability to align HR strategies with business priorities.
Strong risk mindset with the ability to identify, escalate, and mitigate employment‑related risks.
Operates with urgency, accountability, and the ability to manage multiple priorities in a fast‑paced environment.
Excellent interpersonal and communication skills with the ability to build trust and influence at all organizational levels.
Strategic thinker with strong problem‑solving, decision‑making, and project management skills.
Skilled team player who thrives in partnership‑oriented environments and can mentor or guide others.
Proficient in developing executive‑level presentations that deliver information in a clear, compelling way

Responsibilities

Lead moderately complex HR initiatives and contribute to large‑scale planning by analyzing business challenges and supporting leaders across varying levels of complexity.
Provide consultation, guidance, and hands‑on support for human capital strategies, leadership initiatives, and people-related decisions.
Ensure efficient delivery of specialized HR services, advising leaders using organizational insights, data, and HR best practices to develop effective solutions.
Resolve moderately complex issues, lead teams to meet project deliverables, and apply strong knowledge of policies, procedures, and compliance requirements.
Collaborate with HR partners, colleagues, and managers to address issues, influence outcomes, and support the HR Operating Model.
Drive change management and transformation initiatives while fostering a positive work culture and enhancing employee engagement.
Execute annual HR processes, including goal‑setting, performance reviews, and compensation planning.
Coach managers on performance improvement, employee development, and leadership effectiveness.
Partner with leaders and Talent Acquisition to support sourcing, assessing, and selecting top talent.
Use workforce data—such as attrition, hiring, and engagement metrics—to identify trends, forecast staffing needs, and inform decision‑making.