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 Credit and Finance function. Key Accountabilities 1) Strategic Talent Consulting Thought partner to leaders on critical talent strategies, actions, and decisions. 1. 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. 2. 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. 3. Provides data, analysis, and insight to senior leadership for Board/SMT-level talent initiatives, ensuring business unit perspectives inform enterprise-level decisions. 4. 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. 1. 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. 2. 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. 3. 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.) 1. 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. 2. 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. 1. 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 to adoption and consults with HR COEs on solutions and optimization opportunities. 2. Leads effective communication to leaders on talent programs and systems, supporting change adoption and consistent understanding across the business unit. 5) Cross-Functional Integration Aligns multiple disciplinary stakeholders to deliver optimal talent outcomes and serves as the voice of the business back into HR. 1. Leads as the primary connector between business leadership and HR COEs, Technology, Finance, and Facilities when talent topics require subject matter expertise - engaging the right experts at the right time to avoid duplication and ensure enterprise alignment. 2. Leads and facilitates collaboration across bank leadership on talent sharing and optimization across the enterprise. 3. Provides insight, feedback, and business context to COEs and framework owners to ensure programs, structures, and processes remain aligned with business objectives and deliver intended value. 6) Critical Issue Advisor Direct involvement in high-stakes or escalated people situations. 1. Consults with and advises leadership on how to mitigate issues prior to escalation. 2. Partners with Employee Relations and HR leadership to resolve high-stakes employee situations; provides insight on business context and recommends approaches that balance organizational risk with business unit needs. 3. Leads escalation of decisions with enterprise-wide implications to the Head of Employee Relations and CHRO based on organizational risk management approach. The Ideal Candidate for This Role: Skills Necessary 3 Strategic consulting and advisory capability 3 AI literacy 3 Thinks like a business leader first, HR expert second 3 Use and interpretation of industry information, data, and financial information 3 Change leadership in highly ambiguous and uncertain environments 3 Critical thinking and ethical judgment 3 Highly adaptable, able to creatively problem solve 3 Impeccable discretion and confidentiality 3 Composure in emotional and conflict situations with ability to share direct feedback 3 Executive presence, including ability to communicate, influence, and challenge leaders Requirements 3 Bachelor's degree 3 Business or HR experience (6-8 years minimum) Candidates must possess unrestricted work authorization and not require future sponsorship. Compensation: Compensation range (base pay): $97,774.00-$166,216.00 This role may have a specific starting pay within this range. Final compensation offer to candidate may vary from posted hiring range based upon work experience, education, and/or skill level. Work Environment: It is anticipated that the incumbent in this role will work onsite at the posted location. Our onsite environment fosters innovation, mentorship, and a vibrant culture where ideas flow freely and relationships flourish. As part of our team, you'll experience the energy of our collaborative spaces designed to support your professional growth while working alongside talented colleagues who inspire excellence daily. Please note that work location is subject to change based on business needs. Benefits Overview: We offer a variety of benefits designed to keep you and your family physically and financially healthy. Not only do we offer a competitive salary and work-life balance, we offer benefits to match your needs: 3 Medical, Dental, Vision Insurance 3 401k, With Matching Contributions 3 Time Off Programs 3 Health Savings Account (HSA)/Dependent Care 3 Employee Banking 3 Growth Opportunities 3 Tuition Assistance 3 Short-Term/Long-Term Disability Insurance Learn more about FNBO benefits here: https://www.fnbo.com/careers/benefits/. For additional information regarding compensation and benefits, e-mail FNBO at [redacted]. To ensure you receive a response, include the number of this job (listed below) in the subject line of your message. Application Deadline: All our jobs will be posted for a minimum of 5 calendar days. Job postings may come down prior to 5 calendar days based on volume of applicants.