HR Business Partner I

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The Human Resources Business Partner I works closely with the Senior HR Business Partner, other Business Partners, assigned managers and HR Centers of Excellence ("COEs") on HR initiatives. With guidance from the Senior HRBP and other Business Partners, assists managers within the assigned business unit (i.e., affiliate, line of business or division) in executing the business unit's HR strategies. Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined.

Accountable for always doing the right thing for customers and colleagues, and ensures that actions and behaviors drive a positive customer experience. While operating within the Bank’s risk appetite, achieves results by consistently identifying, assessing, managing, monitoring, and reporting risks of all types.

Strategic Planning Support the execution of business unit strategies and plans. Assist in the implementation of HR strategies and solutions that support the short- and long-term business objectives. Provide measurement and reporting on HR initiatives to identify trends. May develop or recommend solutions to address issues. Consulting Establish effective relationships with assigned business unit managers. Follow a disciplined consulting process (diagnose, validate, contract, source, deliver and evaluate) to address business issues.

Collaborate with key internal partners (e.g., HR COEs, Finance) to support business objectives. Coaching (Trusted Advisor) Support manager's ability to effectively manage and develop their people (e.g., performance management, corrective counseling, and pay-for-performance). Support employee engagement for the business unit, including development and execution of the impact plans, related reporting and analysis. Organization Design/Development. Coordinate with HR Business Partners and business unit managers to understand and influence current and future states.

Support organization change interventions (including structure, strategies and other ODP programs) to facilitate transition to future state. Change Management Support managers in executing change within their business units (e.g., acquisitions, de novo growth, restructuring, etc.) by using a consistent Bancorp Change Management strategy. Support the integration in a merger or acquisition, partnering across affiliates, lines of business and Bancorp HR functions.

Support messaging of employee communications for assigned business unit, in collaboration with the Communication COE. Workforce Planning Assist business unit managers in evaluating current and future talent needs. Support the development of an appropriate workforce plan that identifies and responds to gaps in the current workforce. Assist in the implementation of the ODP Succession/Talent Management process to identify, select and develop talent to execute an effective workforce plan.

Leverage Recruiting and Enterprise Learning to hire and develop appropriate staff to achieve business objectives. Leadership & Influence Work in collaboration with business unit managers and HR to ensure alignment with organizational objectives and to exchange information and resources necessary to meet shared objectives. Champion the Bancorp Vision and Core Values through personal actions and leadership influence to promote high-performing work groups.

Resource Optimization Partner with and leverage COEs (e.g., Benefits, Compensation, Employee Relations, ODP, Enterprise Learning), the HR Service Center and external service providers to optimize effectiveness and efficiency. Support local implementation of standardized Bancorp HR processes. Promote the Employee Care Center and HR HUB for resolution of employees' basic HR needs.

None.

Bachelor's degree in HR or related field (or equivalent working experience) required. PHR certification preferred. A minimum of 2 years of progressive Human Resources or related business experience. Exposure to multiple disciplines within HR as well as general business acumen is preferred. A sense of urgency and a continual drive for results coupled with an ability to partner effectively with management are key success factors.

The ability to be highly effective in a team-oriented environment and to build relationships based on added value, not title or authority is crucial. Interpersonal, negotiation, verbal and written communication, and presentation skills. Problem solving and analytical skills. Ability to interact well with all organizational levels. Computer/Technical:
Ability to use all Microsoft Office software, including:
Word, Excel, Power Point, and Access Database.

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