Human Resources Business Partner Jobs

About The Position

Requirements

• Bachelor's degree in HR or related field (or equivalent working experience) required.
• A minimum of 3 years of progressive Human Resources or related business experience.
• Experience operating in an environment that stresses both individual accountability and team-based performance is critical.
• A sense of urgency and a continual drive for results coupled with an ability to partner effectively with management are key success factors.
• The ability to be highly effective in a team-oriented environment and to build relationships based on added value, not title or authority is crucial.
• Previous experience should include successfully implementing processes, best practices and operational change initiatives.
• Incumbent must show an ability to successfully collaborate with and influence management and peers to support growth and financial results.
• Interpersonal, negotiation, verbal and written communication, and presentation skills.
• Problem solving and analytical skills.
• Ability to interact well with all organizational levels.
• Ability to use all Microsoft Office software, including: Word, Excel, Power Point, and Access Database.

Nice To Haves

• PHR certification preferred.
• Relevant HR generalist experience working in a large, corporate environment is preferred.
• Financial Services experience preferred.
• Exposure to multiple disciplines within HR as well as general business acumen is preferred.

Responsibilities

• Support the execution of business unit strategies and plans.
• Implement HR strategies and solutions that support short- and long-term business objectives.
• Establish effective relationships with assigned business unit managers.
• Follow a disciplined consulting process to address business issues.
• Collaborate with key internal partners (e.g., HR COEs, Finance) to achieve business objectives.
• Provide advice and counsel to business unit managers regarding their behaviors, skills, and competencies.
• Drive managers' ownership for managing and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management, and pay-for-performance).
• Drive manager accountability for employee engagement for the business unit, including development and execution of impact plans.
• Work proactively with business unit managers to understand and influence current and future states.
• Support organization change interventions (including structure, strategies and other ODP programs) to facilitate transition to future state.
• Support managers in executing change within their business units (e.g., acquisitions, de novo growth, restructuring, etc.) by using a consistent Bancorp Change Management strategy.
• Support the integration in a merger or acquisition, partnering across affiliates, lines of business and Bancorp HR functions.
• Provide employees timely, candid and constructive feedback.
• Develop employees to their full potential and provide challenging opportunities that enhance employee career growth.
• Develop the appropriate talent pool to ensure adequate bench strength and succession planning.
• Recognize and reward employees for accomplishments.

Benefits

• Comprehensive benefits
• Differentiated compensation offerings
• Eligible to participate in an incentive compensation plan
• Extensive benefits programs designed to support the individual needs of our employees and their families, encompassing physical, financial, emotional and social well-being.