Senior HR Business Partner

Overview:

• The Senior HR Business Partner (Sr. HRBP) serves as a strategic advisor responsible for aligning people strategy with business objectives, and execution of HR programs for their assigned businesses. Provides expertise in workforce planning, employee development, leadership coaching, and organizational design that enable business performance. Connects all HR COEs in service of the business to influence and drive business value through enhanced operational efficiency and employee engagement.

Primary Responsibilities:

• Serve as a strategic advisor and coach to senior leaders, providing guidance on talent, people management, and career development to advance organizational priorities and strengthen overall business performance.
• Leverage HR and business knowledge to lead and influence managers on the alignment and deployment of talent and organizational structure. Predict and diagnose business conditions related to human capital which may have underlying HR ramifications.
• Lead the design, development and execution of human capital plans for assigned business(es)
• Makes independent decisions on complex human capital matters.
• Execute and lead annual HR events (Employee Engagement, Talent Calibration/Review, Performance Management and Compensation Cycle) as HR lead for business lines, providing insight and recommendations to leaders.
• Provide strategic consultation to business leaders on human capital and talent issues and promote a culture of leadership accountability for completion of outcomes.
• Participate in organizational change efforts including communication plans, employee engagement impact, and organizational design for assigned business lines. In some cases, lead one or more workstream(s) in support of transformation efforts.
• Lead the unification of HR services for assigned business lines by communicating and partnering with HR and other internal resources (Technology, Finance, etc.) on business initiatives to drive value and create a mutually beneficial approach to solving human capital challenges.
• Leverage data from the HRIS system to create proactive, data-driven solutions to inform leaders and drive value through human capital strategies
• Demonstrate sound judgement in complex and ambiguous situations
• May manage a small HR Business Partner team.

• Create and develop workforce planning efforts. Create and execute Workforce Planning efforts including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.
• Understand and adhere to the Company’s risk and regulatory standards, policies, and controls in accordance with the Company’s Risk Appetite. Identify risk-related issues needing escalation to management.
• Promote an environment that supports engagement and belonging and reflects the M&T Bank brand.
• Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.
• Complete other related duties as assigned.

Scope of Responsibilities:

• This position typically covers multiple business lines with a medium to high variation in nature of work, employee level and geography in business line support structure and supports the talent management needs of senior to executive level managers in these business lines. The jobholder interacts with senior to executive level managers and supports them through all their talent management needs.

Key competencies for success in the role:

• Influences: Understand the power of networks and leverages business relationships to gain support
• Builds Alliances: Break down silos by co-creating synergistic solutions
• Inspires Followers: Earn trust and respect through expertise and authentic connection
• Develops Talent: Understands and acts on own development and coaches others through the process
• Supervisory/Managerial Responsibilities:
• May manage a small team in a limited number of cases

Education and Experience Required:

• Bachelor’s degree and a minimum of 7 years’ general HR and/or relevant operational business line experience, or in lieu of a degree, a combined minimum of 11 years’ higher education and/or work experience, including a minimum of 7 years’ general HR and/or relevant operational business line experience
• Proficient in common productivity tools (e.g. MS Office 365 and MS Co-Pilot)
• Proven experience resolving complex HR related issues

Education and Experience Preferred:

• Master’s degree
• SPHR (Senior Professional in Human Resources) and/or SHRM – SCP (SHRM Senior Certified Professional)
• Experience with pertinent HRIS systems and report generation
• Sound understanding of the business line(s) supported