$80K — $100K *
Partners with assigned businesses to deliver timely, informed and trusted counsel on all HR matters. Serves as the primary HR interface for all core HR processes, including Talent Acquisition, Compensation, Training & Development, and Employee Relations. The role's activities are aligned with the more immediate resolution of time-sensitive issues that emerge in the course of daily business operations. This role may direct others, as assigned. The role reports to the Senior HR Business Partner.
Trusted Counsel: Provides assigned businesses timely informed counsel on matters relating to HR programs, policies, practices and strategy. Regularly engages in a dialogue with assigned businesses to solicit actionable feedback; champions a dialogue with HR centers of knowledge.
Employee Relations: Conducts investigations of employees for disciplinary matters, writes reports regarding investigations, and makes disciplinary recommendations (in collaboration with SMBC Legal). Maintains disciplinary/investigation files.
Talent Acquisition: Partners with assigned businesses and applicable HR Recruiters to identify near / long-term talent requirements based on business plans/priorities and develop job specifications / job descriptions; actively participates in the interviewing/selection/on-boarding processes.
Performance Management: Serves as the primary HR interface with assigned business managers for SMBC's Performance Management Program, including preparation/delivery of annual performance evaluations, goal-setting, and interim pulse checks between managers and their direct reports. Partners with managers in framing difficult performance feedback, including the drafting and implementation of formal performance improvement plans.
Compensation: Serves as one of the HR interfaces with assigned business managers for year-end and off-cycle compensation and promotional reviews, as well as any one-off compensation matters that may emanate from the business. Participates in applicable market benchmarking/analysis. Ensures that applicable job descriptions are kept up to date.
Training & Development: Partners with Talent Development to interface with assigned business managers for matters relating to professional, managerial and leadership training and development.
HR Policy: Advises managers and employees on SMBC HR policies, practices and procedures.
Executes responsibilities within all legal and ethical boundaries by maintaining an up-to-date knowledge of employment laws, applicable regulatory oversight, and SMBC policies, practices and procedures.
(May) Analyzes, researches, reviews, and develops (as needed) SMBC HR policies within the context of best practice and applicable regulatory/legal oversight and subject to direction from senior HR leadership.
(May) Directs and develops assigned direct reports. This includes the assigning, prioritizing and review of work and providing timely/actionable feedback on the delivery of core job components. Delivers timely feedback and contributes to the formal and informal professional development of each direct report.
Roughly five years of experience as an HR Business Partner/Generalist
Core competencies required: relationship management; HR strategy development/advocacy; consultation; partnering; change leadership; employment law; planning/analyzing/problem solving/prioritizing; interviewing; emotional intelligence/cultural intelligence; communication (verbal, written and presentation), and solid business acumen.
Business-centric skills and approach. Detailed knowledge of the Americas Division's business models/products, leaders, department structure, decision paths, and current year/longer-term priorities is critical to success. Broad knowledge of SMBC’s businesses and applicable product markets is a definite plus.
Thorough knowledge of SMBC HR's policies, programs and practices required. Expert working knowledge of all applicable legal, regulatory and SMBC policy oversight required.
Valid through: 4/9/2021