HR Business Partner II

Human Resources Business Partner

The Human Resources (HR) Business Partner has a leading role in the development and execution of workforce plans and organizational development strategies for the respective senior business leadership and employees. The HR Business Partner collaborates across HR and business leadership to advocate for continuous performance improvement and partners across HR with Talent Acquisition, Employee Relations, Learning & Development, Compensation (Payroll), Benefits, M&T Engagement, Organizational Design & Effectiveness, HR Service Center and our Talent office to deliver exceptional HR services. Provide expert consultation in workforce planning, human capital strategies, organizational effectiveness through thought leadership focused on talent management, culture commitment, restructuring, consolidations, outsourcing, and other human capital initiatives. As necessary, oversee the various levels of support requirements in assigned business(es) below the senior level to ensure effective response to the broad spectrum of HR needs.

Primary Responsibilities

Talent Management:

• Provide consultation and coaching to assigned leadership around the full scope of talent management and engages HR partners as appropriate.
• Succession planning: Facilitate the Middle Management Talent Review to include the succession plan for middle managers in assigned business(es). Partner with senior managers to identify and advise on and support the development of high potentials. Provide succession management tools and processes, including coaching, facilitation and providing feedback.
• Advise and coach leadership regarding active performance management approaches to develop high performing talent.

Workforce Planning & Business Strategy:

• Partner with business line leadership to diagnose and analyze current and future talent needs, including development of workforce planning tools, forecasts, attraction and retention strategies. Work to ensure that we have the "right people in the right positions". Facilitate organizational change on complex change efforts. Advise on the right organizational structure in partnership with Organizational Design & Effectiveness to keep aligned the business demands. Follow through on individual restructuring efforts.
• Manages workforce planning and human capital planning activities with Talent Office, and senior leaders. Works with Talent Acquisition to execute on human capital plans. Understands the business and proactively advise on HR planning to help shape talent strategies locally.
• Use HR reporting & analytics in generating talent insights and provide consultation to business leadership.
• Implement the senior manager on-boarding (process as occurring).

Drives Results through Partnerships:

• Partner with HR COE partners to diagnose and find solutions for business needs (i.e., learning, market pay, hiring initiatives, HR Service Center, annual events, etc.) helping to identify optimal solutions for HR and the business.

Talent:

• Partner with business line leadership and Compensation to drive ongoing and annual merit/ planning processes ensuring consistency with compensation philosophy. Provide counsel on individual compensation recommendations, with a focus on pay for performance philosophy.
• Coach leadership through performance calibration and performance review cycles as well as ongoing performance focused leadership.
• Employee Engagement: Provide insight analysis and consultation to leadership on Employee Engagement survey results throughout the year. Leverage data to support engagement efforts and to develop actions plans to increase retention.
• Use HR reporting & analytics in generating talent insights and provide consultation to business leadership.
• Collaborate with Compensation to proactively manage retention and or compensation concerns and issues.
• Identify and collaborate with the Employee Relations regarding all senior level employee relations issue(s) that emerge, and cooperate on strategy to resolve the issue, assist in any investigation, and serve as liaison between interested parties. Apprise senior leadership of relevant proceedings.
• Ensure the appropriate hand-off to the Employee Relations partners occurs for employee issues.

Talent Development:

• Based on business line strategic objectives, partner with Learning & Development and business line leadership to assess and identify learning needs and solutions, post training integration activities and effectiveness measures.
• Work closely with campus recruitment and Learning & Development regarding high potential talent engaged in development programs (onboarding new and developing of existing talent) in partnership with leadership to invest and develop talent throughout the organization.

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 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

Provide managers with proactive advice and real-time counsel in addressing performance management, compensation, training, sourcing and recruiting, employee relations and development and other key business initiatives. Participate in management and staff meetings with business-line customers. Participate in the development of strategic human resources initiatives and establish goals to meet the strategic initiatives of the business. Execute business-driven people strategies, processes and policies. Expert resource on the development, deployment and management of highly complex HR issues.

Develop, implement and champion action plans that advance short- and long-term business plans through effective leveraging of human resources.

Effectively build relationships with business line leaders and human resources partners.

Predict and diagnose business conditions, which may have underlying HR issues or ramifications and deliver creative pro-active solutions to the business line.

Build trust with managers and employees, manage deliverables and influence individuals.

Education and Experience Required

• Bachelor's degree or four (4) years relevant experience. Masters and PHR/SPHR preferred.
• 5+ years applicable Human Resources experience or completion of internal college program.
• Specific business line experience (as assigned) preferred.
• Operates in a fast pace, high change environment, with a heavy involvement in people projects.
• Solid knowledge of MS Office and software used by department.
• Understanding of the business (of Human Resources and respective business area(s) assigned, i.e. how the business operates financially, the products and services offered and how they are positioned, who the key customers and competitors are and understanding the environment that could affect future successes).
• Thorough knowledge and understanding of applicable laws and regulations.
• Highly literate in Human Resources procedures.

Education and Experience Preferred

• Strong, leadership, interpersonal and facilitation skills.
• Excellent verbal, written, and presentation communication skills.
• Excellent problem solving skills to coordinate various HR functions and to respond to changes in the regulatory arena.
• Sound analytical abilities and judgment to recommend policies and procedures to conform with state and federal laws/regulations and to research HR policies and practices to achieve Bank's goals.
• Ability to interact and collaborate with all levels of personnel with tact and diplomacy.
• Strong negotiating skills. Ability to handle conflict from varying parties, up to and including senior management.
• Strong organizational and resource management skills.
• Travel throughout assigned territory and/or footprint required, as needed.
• Consultation on annual performance appraisal and related documents.

M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $85,104.04 - $141,840.07 Annual (USD). The successful candidate's particular combination of knowledge, skills, and experience will inform their specific compensation.

Location: Buffalo, New York, United States of America