HR Business Partner II

HR Business Partner II

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General Function:

HR BP works closely with the Senior HR Business Partner, other Business Partners, assigned managers and HR Centers of Excellence ("COEs") on HR initiatives. This role supports the Senior HRBP and managers within the assigned business unit (i.e., affiliate, line of business or division) to execute the business unit's HR strategies. An HR Business Partner in an affiliate may support a Line of Business across a Region.

Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined. Accountable for always doing the right thing for customers and colleagues, and ensures that actions and behaviors drive a positive customer experience. While operating within the Bank's risk appetite, achieves results by consistently identifying, assessing, managing, monitoring, and reporting risks of all types.

Essential Duties and Responsibilities:

• Strategic Planning.
• Support the execution of business unit strategies and plans.
• Implement HR strategies and solutions that support the short- and long-term business objectives.
• Consulting.
• Establish effective relationships with assigned business unit managers.
• Follow a disciplined consulting process (diagnose, validate, contract, source, deliver and evaluate) to address business issues.
• Collaborate with key internal partners (e.g., HR COEs, Finance) to achieve business objectives.
• Coaching (Trusted Advisor).
• Provide advice and counsel to business unit managers regarding their behaviors, skills, and competencies, including individual and team development, business decision-making, problem-solving, and general leadership practices.
• Drive managers' ownership for managing and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management, and pay-for-performance).
• Drive manager accountability for employee engagement for the business unit, including development and execution of the impact plans.
• Organization Design/Development.
• Work proactively with business unit managers to understand and influence current and future states.
• Support organization change interventions (including structure, strategies and other ODP programs) to facilitate transition to future state.
• Change Management.
• Support managers in executing change within their business units (e.g., acquisitions, de novo growth, restructuring, etc.) by using a consistent Bancorp Change Management strategy.
• Support the integration in a merger or acquisition, partnering across affiliates, lines of business and Bancorp HR functions.

Supervisory Responsibilities:

Responsible for providing employees timely, candid and constructive feedback; developing employees to their full potential and providing challenging opportunities that enhance employee career growth; developing the appropriate talent pool to ensure adequate bench strength and succession planning; recognizing and rewarding employees for accomplishments. Primary stakeholders include senior HR Business Partners, managers within assigned business unit or region, HR Centers of Excellence and HR Business Partners.

Minimum Knowledge, Skills and Abilities Required:

• Bachelor's degree in HR or related field (or equivalent working experience) required. PHR certification preferred. A minimum of 3 years of progressive Human Resources or related business experience. Relevant HR generalist experience working in a large, corporate environment is preferred. Financial Services experience preferred. Exposure to multiple disciplines within HR as well as general business acumen is preferred.
• Experience operating in an environment that stresses both individual accountability and team-based performance is critical. A sense of urgency and a continual drive for results coupled with an ability to partner effectively with management are key success factors. The ability to be highly effective in a team-oriented environment and to build relationships based on added value, not title or authority is crucial.
• Previous experience should include successfully implementing processes, best practices and operational change initiatives. Incumbent must show an ability to successfully collaborate with and influence management and peers to support growth and financial results.
• Interpersonal, negotiation, verbal and written communication, and presentation skills.
• Problem solving and analytical skills.
• Ability to interact well with all organizational levels.
• Computer/Technical: Ability to use all Microsoft Office software, including: Word, Excel, Power Point, and Access Database.

Working Conditions:

• Normal office environment.
• Extending viewing of computer screens.
• Some travel may be required.

At Fifth Third, we understand the importance of recognizing our employees for the role they play in improving the lives of our customers, communities and each other. Our Total Rewards include comprehensive benefits and differentiated compensation offerings to give each employee the opportunity to be their best every day.

The base salary for this position is reflective of the range of salary levels for all roles within this pay grade across the U.S. Individual salaries within this range will vary based on factors such as role, relevant skillset, relevant experience, education and geographic location. In addition to the base salary, this role is eligible to participate in an incentive compensation plan, with any such payment based upon company, line of business and/or individual performance.

Our extensive benefits programs are designed to support the individual needs of our employees and their families, encompassing physical, financial, emotional and social well-being. You can learn more about those programs on our 53.com Careers page or by consulting with your talent acquisition partner.

Location -- Cincinnati, Ohio 45202