Senior HR Business Partner

The position serves as a trusted HR advisor to leaders aligning business objectives with HR strategies and solutions. This position is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary.

Essential Duties and Responsibilities

• Act as an advisor and thought partner to leaders, to elevate people strategies. Provide leadership and partnership to management and employees to deliver a variety of strategic and tactical HR support and programs.
• Provides ownership and accountability for key business departments and provide recommendations to guide decisions related to compensation, organizational structures, retention, and other employee-related activities.
• Drive change through data-based insights and influence. Serve as change champion in support of HR initiatives and functional strategy.
• Design organization structures that are efficient and built to address the company's business strategies.
• Manage and facilitate talent development programs, including succession planning/talent reviews, career conversations, and employee development.
• Coach leadership and employees on policy and procedure, conflict resolution, and change management to promote a fair and equitable work environment
• Identify and improve leadership and management practices; collaborate with the business and other HR staff to develop resolution strategies when specific ER issues arise.
• Deploy appropriate tools to develop and engage leaders, build a diverse bench, and assess training needs for teams and leadership development.
• Evaluate and provide input on rewards and recognition with cross-functional partners: educate leaders on compensation practices and partner with compensation and benefits teams to ensure competitive packages.
• Partner with Leadership and coordinate with HR Specialists on employee relations, onboarding, terminations and job changes.
• Lead and contribute to HR initiatives with stakeholders throughout HR
• Provide input into HR system designs and enhancements.
• Understand, integrate and provide counsel to the business on the various HR programs; ensure HR programs are effectively communicated, implemented and utilized with minimal disruption and strong client partnership.
• May lead and take ownership of key projects, initiatives and participate in cross-functional, critical teams.

Qualifications

• Business acumen with excellent analytical and critical thinking skills
• Ability to build and maintain relationships with internal business partner.
• Demonstrated success in listening, influencing and coaching at the leadership level.
• Must have advanced knowledge and demonstrated capability in Human Resources functions and practices (e.g. organizational design and consulting, employee/associate relations, performance management, training, compensation, recruiting, associate engagement and retention, employment law, organizational development, change leadership, coaching and communications.)
• Excellent written and oral communication skills and must be able to communicate complex issues across all levels of organization.
• Experience working in a collaborative environment; high level of follow-through and accountability.
• Verbal and written communication skills; proactive communicator able to influence and encourage innovation
• Resilient and adapts quickly to changing factors
• Strong problem-solver with the ability to handle sensitive/confidential information.
• In-depth knowledge of legal/regulatory federal and state requirements and ensure fair and consistent daily management of employees, reducing legal risks and ensuring regulatory compliance for employees.

Supervisory Responsibilities

• None

Education and/or Experience

• Bachelor's Degree in Human Resources or related field.
• Minimum 7 years' demonstrated experience in assisting managers with talent management, addressing organizational and employee development issues, and resolving complex employee relations issues.
• Experience in banking or financial services strongly preferred.
• PHR or SHRM Certification strongly preferred.

Computer and Software Skills

• Proficiency in all Microsoft Office applications
• Workday

Certificates, Licenses and Registrations

• PHR/SPHR or SHRM CP or SCP certification

ADDITIONAL INFORMATION

• 10% travel