Human Resources Business Partner

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At Regions, the Human Resources Business Partner (HRBP) is an integral part of the leadership team who demonstrates a deep understanding of their assigned business area and partners with business leader(s) to identify human capital solutions that align with and address business strategies and challenges. This position will draw on the expertise of other HR groups (COEs and HR Operations) to harness and deliver required expertise, resources, and services to drive customer/organizational imperatives.

The HRPB is responsible for bringing the right resources, at the right time, for the right solution. The HRBP at this level works under guidance and direction of a Senior HRBP, contributing to overall team goals for one or more complex business groups.

• Business Acumen – Maintains effective business acumen and knowledge of the business’s financial position, plans, culture, and competition. The HRBP influences human capital performance and productivity through translating business needs into talent priorities and solutions. This includes the ability to understand and interpret financial data and make recommendations to leadership to guide decision‑making on business issues impacting performance of both the business unit and the entire organization.
• Change Leadership – Identifies and anticipates pressures for change, providing thought partnership and acting as a change agent who provides effective challenge and identifies creative and flexible solutions to deliver required outcomes. This includes partnering with assigned leader(s) to leverage change acceleration techniques, create team effectiveness plans, and bring employee engagement plans to life while driving inclusion, belonging, and impact (IBI) initiatives.
• Talent Coaching/Management – Coaches leaders on people management and leadership skills to improve organizational performance. The HRBP must understand the organization’s talent strategy, talent plan and talent supply chain. This includes partnering with leaders and COEs to build succession plans for each critical role/key position and to ensure development of top talent. In addition, the HRBP will identify talent gaps and build plans to address.
• Data Analytics – Uses relevant data to identify patterns, formulate insights and communicate findings to business leaders. The HRBP distills complex information into key insights, clear recommendations, and action plans. This includes the ability to communicate a compelling story line based on data, using data analysis to validate root causes and determine problems from symptoms.
• Total Rewards – Educates leaders on total rewards strategies using knowledge of how they can be used to attract, recognize, and retain key talent. This includes proactively engaging Compensation partners to review total rewards for critical roles, key positions, and top talent.
• Risk Management – Remains proactive in scanning the business environment to identify people/organizational risks and issues, and develops strategies to mitigate.
• Organizational Effectiveness –…