We will consider candidates located within Buffalo NY, Wilmington DE, Boston MA, and Baltimore MD

Overview:     

• This role partners closely with the Community Markets leadership team, providing strategic HR consultation as the organization continues to evolve its operating model and deepen the integration of Community Markets across all business lines. The position will play a key role in designing and implementing new HR practices, processes, and leadership routines while facilitating regional talent discussions across our footprint. Success in this role requires the ability to impact and influence, without direct authority, working with business line leaders and HR Business Partner colleagues around shared priorities and outcomes.

• Serves as strategic advisor to senior leadership, accountable for aligning people strategy to business objectives, and executing Human Resources (HR) programs for assigned businesses. Provides expertise in workforce planning, employee development, leadership coaching, and organizational design that enables business performance. Partners with HR Centers of Excellence (COEs) in service of the business to influence and drive business value through enhanced operational efficiency and employee engagement.

Primary Responsibilities:

• Serve as a strategic advisor and coach to senior leaders 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).  Make independent decisions on complex human capital matters.

• Execute and lead annual people programs and processes (Employee Engagement, Talent Calibration and Review, Performance Management and Compensation Cycle) within assigned business lines and provide 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. May 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 HR 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.

• Create, develop, 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 a culture of 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.

Scope of Responsibilities:

• 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.

Key Competencies:

• Influences - Understands the power of networks and leverages business relationships to gain support

• Builds Alliances - Breaks down silos by co-creating synergistic solutions

• Inspires Followers - Earns trust and respect through expertise and authentic connection

• Develops Talent -Understands and acts on own development and coaches others through the process

Supervisory/Managerial Responsibilities:

• May manage a small team in a limited number of cases

Education and Experience Required:

• Bachelor’s degree and a minimum of 7 years’ experience in Human Resources and/or relevant business roles, or in lieu of a degree, a combined minimum of 11 years’ higher education and/or work experience, including a minimum of 7 years’ experience in Human Resources and/or relevant business roles

• Proficiency with pertinent software and HR analytics tools

• Proven experience resolving complex HR-related issues

Education and Experience Preferred:

• Master’s degree

• Senior Professional in Human Resources (SPHR) and/or Society for Human Resources Management Senior Certified Professional (SHRM‑SCP) certification

• Experience with pertinent HR system and report generation

• Sound understanding of the business line(s) supported

Physical Requirements:

Location