Senior HR Business Partner

Overview The Senior HR Business Partner provides consultation to assigned business unit leaders on human capital management strategies in support of business objectives. This role supports HR programs and processes within the assigned business unit, including talent, performance, compensation, organization design and development, various assessments, and talent planning as well as other key initiatives. Serving as a liaison to the HR Centers of Expertise (COEs), the HR Business Partner assesses and anticipates HR‑related needs of the business units and seeks to develop integrated solutions. Responsibilities Deliver value‑added services to business unit management to identify and align the talent and business needs of their assigned business units. Partner with business unit management and HR COEs to provide expert consultation on talent management solutions including talent acquisition and development, succession planning, organizational design and development, workforce planning, compensation, performance management, and associate engagement. Embrace the HR Operating Model by proactively collaborating with HR COEs to positively influence outcomes and provide integrated solutions. Support annual, routine, and ad‑hoc HR processes within assigned business units and ensure proper hand‑off to HR Service Center or HR COEs as appropriate. Work directly with business unit leadership to diagnose and analyze current and future talent needs, including workforce planning, development opportunities, attraction and retention strategies. Facilitate organizational change on complex change efforts, such as major efficiency and process/performance improvement projects. Advise on organizational structure to keep aligned with business demands. Facilitate the Non‑Executive Talent Review, including succession planning in assigned business units. Partner with senior managers to identify and advise on and support the development of high potentials, including succession management support, coaching, facilitation, and feedback. Partner closely with Talent Acquisition to ensure equity and progression of top talent. Execute annual, recurring, and ad‑hoc performance and compensation review processes, providing consultation on compensation recommendations with a focus on pay for performance. Collaborate with HR COEs to proactively manage performance and/or compensation concerns or issues. Assess and identify policy or training needs, post‑implementation integration activities, and effectiveness measures. Coordinate with HR COEs to support any unique business training needs. Provide ongoing support to identify development opportunities and assist in the development of goals and objectives consistent with the organization and business unit. Other duties as assigned. Qualifications Bachelor's degree in HR or related field (or equivalent working experience or training). Minimum of 6 years of related experience. Relevant HR generalist experience working with leaders in a large, corporate environment (preferred). Financial Services experience preferred. Working knowledge of multiple disciplines within HR and general business acumen required. PHR or SHRM‑CP certification preferred. Strong client focus with outstanding judgment, critical thinking, and analytical skills. Strong interpersonal, negotiation, verbal and written communication, and presentation/facilitation skills. Excellent problem‑solving skills to coordinate various HR functions and respond to changes in the regulatory arena. Ability to interact well with all organizational levels and handle conflict from varying parties, including senior management. Proficiency with Microsoft Office (Word, Excel, PowerPoint, Outlook). Travel throughout the footprint required as needed. Other Information The position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the organization. Equal Opportunity Statement Equal Opportunity/Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws. #J-18808-Ljbffr Hancock Whitney Corp.