Senior HR Business Partner

KeyCorp   •  

Salt Lake City, UT

Industry: Financial Services


11 - 15 years

Posted 395 days ago

Job Description
About The Job
The Senior HR Business Partner (Sr. HRBP) will work as an integral member of the Pacific & Rocky Regions Commercial and Key Private Bank leadership teams, providing HR support that maximizes all aspects of people performance. The Sr. HRBP will be responsible for providing advice and coaching to senior level leaders as they make business decisions and manage the effectiveness of their organization. The Sr. HRBP will work to integrate and deliver all HR programs for the line of business, to include: workforce planning, recruiting, training, leadership development, performance management, compensation & benefits, employee relations, diversity & inclusion, and overall employee engagement. This role will collaborate with HR partners and COEs to identify and deliver solutions to support business leaders on critical decisions related to talent, recruiting, compensation, employee relations, etc. This position contributes to the business strategy by helping leaders identify, prioritize, and build organizational capabilities, structures, and processes. The HRBP regularly consults, coaches, and advises leaders to make informed people-related decisions that minimize risk, drive workforce effectiveness, and lead to improved business performance. Success criteria include: demonstrated leadership skills with a focus on execution, project management, business acumen, confident coaching and consulting skills, and strong interpersonal skills with proven relationship-building ability. This Sr. HRBP role is an individual contributor reporting to an HRBP Manager.

Essential Job Functions
Advice & Coaching: work with senior business leaders to identify and diagnose challenges – for them as leaders, as well as across their organizations – prescribe solutions and support the change required to improve. Potential areas of improvement: sharing leadership/delegation, conflict management, team building, and mentoring.
Strategic Planning: participate in strategic planning activities for products, markets and intiatives for assigned client groups – with particular focus on the workforce implications
Organizational Effectiveness: drive change required (growth, productivity, downsizing) to meet current and future client and shareholder needs Workforce Planning: manage the multi-year resource plan that supports the projected performance of the business, to include data related to recruiting, promotions, transfers & attrition. Recruiting: participate in the recruiting process to ensure that the appropriate talent is being sourced to achieve the goals of the business ; manage onboarding and new leader assimilation
Training: ensure the right people get the right training (both skill and competency building) at the right time
Leadership Development: identify top-talent, assist in the assessment of their skills and capabilities and provide developmental opportunities (exposure, experiences, education, coaching) for them; ensure everyone in your assigned groups has a development plan
Performance Management: coordinate goal setting (expected + stretch), and oversee employee feedback and rating processes to ensure differentiation for high-performance
Compensation & Benefits: manage personnel expense; administer the merit increase process and assist with the annual incentive award process; ensure differentiation for high-performance
Employee Relations: manage the overall level of people risk in the groups you are assigned; provide counsel on complex individual cases
Diversity & Inclusion: be a leader for overall diversity & inclusion efforts within the LOB Employee Engagement: manage the prioritization of activities and action plans that follow from the company-wide survey process  

Required Qualifications
Bachelor’s Degree 10+ years of experience, with positions of increasing responsibility
Demonstrated ability to creatively solve HR related problems
The ability to paint a compelling vision of a career at Key to attract talent
The ability to manage, mostly through influence, to keep a multitude of stakeholders coordinated and high-
Perceptive enough to judge the true strengths and weaknesses of people Able to connect talent with organizational needs to put the best talent in the most challenging and fulfilling roles
The ability to keep talent engaged in good times and during challenges
An ability to engage diverse constituents
Open to travel (role requires 50%)