Human Resources Business Partner

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Job description

Job Description

Job Overview:

Under the direction of the SVP/VP of Human Resources, the AVP, HRBP will serve as a strategic and trusted advisor to assigned business units, executing people and culture strategies, objectives, and plans. Working closely with Corporate HR, HR Services Group, and HR SMEs to include (Total Rewards, Talent Acquisition, Diversity, Equity & Inclusion and HR Operations), this role will develop and maintain in-depth understanding of how internal business units operate, their strategies, business and resource plans and needs. This role will be charged with expertly aligning business objectives and needs with people and culture strategies and resources. It will also play a key role in helping ensure Dollar Bank continually enhances its' position as a great place to work by partnering with leaders to drive engagement and people development. This role will have a high focus on talent, supporting leaders to understand their current talent landscape by assessing areas of strength, opportunities, and gaps and devising plans to attract, retain and grow talent within their business units. The AVP, HRBP will serve as a champion of Dollar Bank's DEI strategy, ensuring that DEI is a primary focus of all initiatives.

Qualifications and Experience

* Bachelor's Degree required. Will consider commensurate experience. Human resources certification is required (e.g. SHRM or HRCI).
* 7 years' diverse HR experience in a corporate environment, with significant HR business partnership experience.
* 4 year's people management experience, including managing and leading other HR practitioners
* Recent experience helping business units develop and successfully execute HR/people and culture strategies and roadmaps.
* Recent experience working with leadership teams on key matters related to people and culture.
* Experience influencing stakeholders at varying levels.
* Experience in banking or related financial services is strongly preferred.
* In-depth knowledge and understanding of social media platforms for talent acquisition (Facebook, Instagram, Twitter, LinkedIn, Pinterest, YouTube, etc.), how they can be deployed in different scenarios and how they are measured and optimized.

Knowledge

* Knowledge of key and current employment legislation and use of sound judgement in application.
* Strong knowledge of current wage/hour laws.
* Full employee and HR lifecycle knowledge (talent acquisition, total rewards, learning, leadership development, talent and succession management, retention, engagement, culture and operations).
* HR expertise with demonstrated success in delivering people and culture strategies that link directly to business drivers and strengthen company culture and employee engagement.
* Working knowledge of enterprise-wide HR systems, as well as demonstrated ability to understand the data structure and effectively translate data and information into valuable business insights.
* Understanding of the highly competitive employment environment in the markets where we operate and serve.

Skills and Abilities

* Proven leadership skills with demonstrated proactivity and exactness in identifying and addressing key people and culture needs.
* Business acumen, including a solid understanding of the intersection between business and people and culture, and the value strategic HR can bring to the organization.
* Personal credibility and accountability with a proven record of building trusted relationships with leadership.
* Coaching and strategic advisory skills.
* Proven experience in conducting investigations.
* Strong influencing and negotiation skills with ability to present a clear and strategic point-of-view to management while being able to defend and articulate the thought process and rationale behind recommendations.
* Strategic thinker with a proven track record of elevating and evolving business in line with contemporary and best practices.
* Communication and consulting skills and ability to get things done.
* Proclivity for collaboration and comfortable challenging the status quo.
* Proven success working in fluid, growth, evolving environments.
* Expert level Microsoft Office skills, effectively using data and storytelling to create easily digestible communication and presentation materials.
* Proficient with Applicant Tracking Systems and HR Information Systems; Familiar with HR Dashboards.
* Strong business writing, presentation, and training skills. effectively using data and storytelling to create easily digestible communication and presentation materials.
* Must maintain confidentiality, discretion, and integrity.

Job Demands

* Must have strong attention to detail.
* Must be able to review and analyze data reports and manuals; must be computer proficient.
* Must be able to communicate effectively via telephone and in person.
* Must be able to travel as position requires.

Principal Activities and Duties

People and Culture Strategy

* Develop and maintain in-depth understanding of the assigned business unit's business strategies, plans, objectives, and people and culture needs.
* Act as a people and culture champion and change agent.
* Develop and cultivate relationships and synergies with Corporate HR to design, develop, implement, communicate, and execute core and customized business unit people and culture strategies and programs.
* Communicate needs proactively with Corporate HR and business leaders and ensure that leaders and teams in your business units are aware of our HR strategies and plans early to contribute to the direction of these.
* Play a lead role in helping your business units assimilate, implement and execute key people and culture strategies, practices and programs; including ensuring that appropriate people, communication, education and change management are in place to support people and culture strategy and program delivery.

Strategic Business Partnership

* Continually provide Corporate HR with feedback and guidance; provide strategic HR partnership and coordination, and seek the appropriate HR operational resources, such as Benefits, Payroll and HR Administration as necessary.
* Act as a trusted adviser, coach and consultant to leaders and management in your client groups to improve their leadership capability, team effectiveness, strategic insights and business performance.
* Leverage analytics to help your business unit(s) grow, engage, develop and retain talent.
* Identify and inform Corporate HR of recurring and/or ad hoc business unit needs for HR analytics, reporting, technology, or other HR operational requirements for problem resolution.
* With your manager and other HRBP colleagues, determine and deliver a routine and reliable cadence of HR analytics and insights that help your business unit(s) stay ahead of internal/external people and culture trends and dynamics.
* Build and cultivate internal and external relationships to bring value-added insights and services to business leaders, teams and the Bank as a whole.

Talent, Engagement, and Inclusion

* Lead workforce planning for your assigned business unit(s) to create a robust, specific, and scalable approach to growing our people and our business.
* Work closely in conjunction with Talent Acquisition, Total Rewards, and business leaders to advocate the Talent agenda; help Dollar Bank devise and maintain a competitive edge; build and promote knowledge and networks of talent across your business unit(s) and more broadly.
* Co-lead Talent Management and Success