The HR Business Partner provides tactical and strategic consultation to assigned business unit leaders on talent management strategies in support of business objectives. This role supports HR programs and processes within the assigned business unit including talent, performance, compensation, organization design and development, various assessments, and talent planning as well as other key initiatives. Serving as a liaison to the HR Centers of Expertise (COEs), including Talent Acquisition, Learning & Development, Total Rewards, and Talent Management, the HR Business Partner assesses and anticipates HR-related needs of the business units and seeks to develop integrated solutions.

• Deliver value-added services to business unit management to identify and align the talent and business needs of their assigned business units. Partner with business unit management and HR COEs to provide expert consultation on talent management solutions including talent acquisition and development, succession planning, organizational design and development, workforce planning, compensation, performance management, and associate engagement in support of business objectives.
• Embrace the HR Operating Model by proactively and effectively collaborating with HR COEs to positively influence outcomes and provide integrated solutions for assigned business units. Support annual, routine, and ad-hoc HR processes within assigned business units. Ensure proper hand-off to HR Service Center or HR COEs as appropriate.
• Work directly with business unit leadership to diagnose and analyze current and future talent needs, including workforce planning, development opportunities, as well as attraction and retention strategies. Facilitate organizational change on complex change efforts, i.e. major efficiency and process/performance improvement projects. Advise on organizational structure to keep aligned the business demands.
• Facilitate the Non-Executive Talent Review to include succession planning in assigned business units. Partner with senior managers to identify and advise on and support the development of high potentials. Provide succession management support, including coaching, facilitation and providing feedback. Partner closely with Talent Acquisition to ensure equity and progression of top talent.
• Partner with business unit leadership and HR COEs to execute annual, recurring, and ad-hoc performance and compensation review processes. Provide consultation on compensation recommendations, with a focus on pay for performance ensuring consistency with the Company’s compensation philosophy and compensation administration framework. Collaborate with HR COEs to proactively manage performance and/or compensation concerns and/or issues.
• Collaborate with business unit leadership and HR COEs to assess and identify policy and/or training needs and solutions, post implementation integration activities and effectiveness measures. Coordinate with HR COEs to best support any unique business training needs.
• Provide ongoing support to identify development opportunities. Assist in the development of goals and objectives that are consistent with those of the organization and business unit and monitor success as well as reassess for opportunities.
• Other duties as assigned.

This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

• Bachelor's degree in HR or related field (or equivalent working experience or training) required.
• A minimum of 3 years of related experience. Relevant HR generalist experience working with leaders in a large, corporate environment is preferred. Financial Services experience preferred. Working knowledge of multiple disciplines within HR as well as general business acumen is required.
• PHR or SHRM-CP certification preferred.
• Strong client focus with outstanding judgment, critical thinking, and analytical skills.
• Strong interpersonal, negotiation, verbal and written communication, and presentation and facilitation skills.
• Excellent problem-solving skills to coordinate various HR functions and to respond to changes in the regulatory arena.
• Ability to interact well with all organizational levels.
• Ability to handle conflict from varying parties, up to and including senior management.
• Ability to use all Microsoft Office products including Word, Excel, Power Point, and Outlook.
• Travel throughout footprint required, as needed.

• Ability to work under stress and meet deadlines.
• Ability to operate related equipment to perform the essential job functions.
• Ability to read and interpret a document if required to perform the essential job functions.
• Ability to travel if required to perform the essential job functions.
• Ability to lift/move/carry approximately 10 pounds if required to perform the essential job functions.  If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an “undue hardship” then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.