Director,HR Business Partner (Wealth Management Job Omaha area,Nebraska USA,HR/Recruitment

Position: Director, HR Business Partner (Wealth Management)

At FNBO, our employees are the heart of our story—and we’re committed to their success! Please see below the details of this career opportunity and how it fits into our organization’s success.

Summary of the Job

Strategic Talent Partner who consults with and advises leaders and managers in shaping and integrating corporate, business, and enablement talent strategies to enhance business performance. Responsible for the talent agenda of assigned business units — leading the design of tailored solutions and guiding talent system adoption through a cross-functional lens, partnering with HR COEs and enterprise stakeholders to ensure alignment, avoid duplication, and connect business leaders with the right expertise when talent matters require further subject matter knowledge.

This position will support the Wealth Management group.

About This Role Key Accountabilities

1) Strategic Talent Consulting Thought partner to leaders on critical talent strategies, actions, and decisions. Leads the contribution to multi-year talent strategy for assigned business units by analyzing workforce trends, identifying capability gaps, and providing insight on talent priorities that align with Corporate, Business, and Enablement Strategies. Consults with senior HR leadership to recommend adjustments to HR Enablement Strategy based on business unit talent needs and emerging workforce trends, ensuring alignment with business objectives.

Provides data, analysis, and insight to senior leadership for Board/SMT-level talent initiatives, ensuring business unit perspectives inform enterprise-level decisions. Serves as a trusted advisor to senior leaders on talent and organizational decisions, including assessing talent strengths, gaps, and optimization opportunities within their teams.

2) Strategic Workforce Design Partner with leaders to identify and design work, structure, roles, and resources (people and technology) that optimize business performance and strategy. Leads business-unit workforce and organizational design projects aligned to enterprise leveling, span, and layer principles; contributes to enterprise-wide planning efforts by providing business unit insights and recommendations. Analyzes capability requirements and emerging work models within assigned business units;

consults with senior leaders on talent investment priorities, providing insight through data-driven rationale on trade-offs and expected business impact. Leads workforce transformation as AI and human labor evolve, including the optimization of AI-related roles, skills, and operating models; partners with IT and business to align workforce strategy to AI strategy, and drives AI literacy and leadership expectations.

3) Tailored Talent Solutions Create talent initiatives or solutions that respond to specific business needs and enhance future-ready capabilities (examples could include tailored experiences for interns, onboarding, hiring, mentoring, surveys, employee & manager feedback, customized data analysis, etc.). Leads the design and implementation of tailored talent solutions that address unique business unit needs while maintaining alignment with enterprise talent program principles and processes.

Independently executes solutions that align with established enterprise talent principles; consults with HR leadership on initiatives with cross-functional impact or significant resource requirements. Establishes KPIs for tailored talent solutions in partnership with business leaders and HR COEs; tracks outcomes and provides regular insight to senior leaders on optimization opportunities, recommending adjustments based on business impact data.

4) Talent System Adoption & Execution Ensures the company's talent system is effectively adopted and executed within business units to meet enterprise standards. Leads adoption of enterprise talent systems within assigned business units by coaching leaders on effective use of hiring, learning and development, talent identification and succession, performance and rewards, and other talent system components. May facilitate certain processes but is generally not responsible for operational aspects.

Identifies barriers…