Overview:     

• Serves as strategic partner to senior managers in executing Human Resources (HR) programs for assigned businesses. Serves as key point of contact for senior managers on HR-related matters and partners with HR Centers of Excellence (COE) for complex items. Partners with HR COEs in service of the business to drive business value through enhanced operational efficiency and employee engagement.

Primary Responsibilities:

• Provide strategic HR support and coaching to senior managers in assigned businesses on talent, people management and career development.
• Provide consultation to managers on human capital and talent issues and promote a culture of leadership accountability for completion of expected outcomes.
• Lead execution of human capital plans for assigned businesses.
• Leverage HR and business knowledge to influence managers on the alignment and deployment of talent and organizational structure.
• Drive 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.
• Participate in organizational change efforts, including communication plans, employee engagement impact, and organizational design for assigned business lines. May lead a workstream in support of a transformation effort.
• Support the unification of HR services for assigned business lines by communicating and collaborating with HR and other internal partners (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.
• Use information within the HR system to provide data-driven insights and recommendations to the business.
• Support the execution of 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 a business line, or several related businesses that have low to medium variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of mid-level managers in this business(es). The jobholder typically interacts with senior 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

Supervisory/Managerial Responsibilities:

• Not Applicable

Education and Experience Required:

• Bachelor’s degree and a minimum of 5 years’ experience in Human Resources and/or relevant business roles, or in lieu of a degree, a combined minimum of 9 years’ higher education and/or work experience, including a minimum of 5years’ experience in Human Resources and/or relevant business roles
• Proficiency with pertinent software and HR analytics tools
• Prior experience influencing others
• Prior experience building strong relationships with partners and leaders across functions

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
• Knowledge of the business line(s) support

Physical Requirements:

Location