HR Business Partner

Description

At Citizens, we’re so much more than a bank. Behind our products, services, branches, and technology, you’ll find a collaborative group of colleagues from a diverse set of backgrounds and skills.

The Human Resources Business Partner (HRBP) for the Private Bank serves as a strategic advisor to the Private Bank senior leadership team, shaping and executing people strategies that directly enable business performance, colleague experience, growth, and client outcomes. This role combines commercial acumen, HR expertise, and data-driven decision-making to influence key talent, organizational, and reward decisions in a highly competitive and regulated environment.

Critical focus areas of this role include partnership with Rewards and Incentive teams to design and optimize compensation strategies to drive business performance, leadership of organizational design and transformation initiatives and engaging with Talent Acquisition team to attract top industry talent to deliver outstanding client experience and drive growth of the Private Bank.

• Act as a trusted advisor to Private Bank leadership, translating business strategy into integrated people and workforce plans.
• Influence senior stakeholders through data, market insights, and forward-looking workforce strategies.
• Anticipate business challenges and recommend pragmatic, high-impact HR solutions.

• Lead a cross-functional team of HR COE partners, creating alignment to enterprise HR priorities, and the business strategy.
• Develop a People Plan for the Private Bank, in partnership with cross-functional team.
• Set priorities, create buy-in and clarity of vision, and foster a sense of teamwork and belonging within the HR team.

• Partner with business leadership, reward partners, incentive team, and finance on the design, implementation, and governance of compensation and incentive programs.
• Partner with business leaders and Compensation COE to optimize pay structures and incentive plans.
• Leverage analytics and market data to inform reward decisions.
• Ensure reward frameworks drive performance differentiation, retention, and alignment to strategic priorities.

• Lead organizational design including structure, spans/layers, and workforce forecasting.
• Align organizational structures to business strategy and growth needs.
• Develop talent management and succession strategies.

• Drive large-scale transformation initiatives.
• Coach leaders to lead through change and uncertainty.
• Apply structured change management approaches.

• Lead performance management, succession planning, and leadership development initiatives.
• Strengthen leadership capability through targeted development strategies.
• Champion culture, engagement, and belonging.
• Data-Driven Decision Making;
  Utilize workforce analytics and HR metrics. Provide actionable insights to drive engagement and retention.

• Ensure compliance with regulatory requirements.
  • Partner across HR functions to deliver integrated solutions.

• Relationship Management and Strategic Advisory:Develop trusted relationships with colleagues at all levels, and engage in high impact strategic consultation with business leaders regarding human capital strategies.
• Digital & Data Fluency
  :
  Ability to interpret workforce analytics, leverage AI tools, and apply predictive insights for talent decisions.
• Agile Leadership
  :
  Comfort with iterative planning, cross-functional pods, and adaptive operating models.
• Commercial Acumen
  :
  Understanding of markets, risk, and client dynamics to align people strategy with business outcomes.
• Change Navigation
  :
  Comfort in guiding leaders through structural, cultural, and digital transformations.
• Future Workforce Planning
  :
  Anticipating skill shifts (AI, automation, ESG) and building resilience through continuous learning.
• Culture & Conduct Advocacy
  :
  Reinforcing inclusion, accountability, and ethical decision-making in high-stakes environments.