Senior HR Business Partner

Function:

Serves as a senior strategic partner, helps align business objectives with employees and management within designated business units to achieve their strategic departmental goals. Building upon foundational HR experience, this mid-level position focuses on meeting organization goals.

Duties and Responsibilities:

1. Maintains necessary human resource knowledge and demonstrates understanding of Employee Services procedures, Employee Services related programs, and other special initiatives coordinated within and by the Employee Services department.

2. Advises hiring managers on the recruitment process including:

Intake strategy for adds to staff and replacement management.

Applicant sourcing and social media and spotlight recommendations.

Interviewing guidance and best practices.

Recruitment procedures and HR resources.

HR related documentation of interviews.

Performs varies duties for the hiring of non-exempt and exempt employees, including the following:

Evaluates all employment applications and resumes

Seeks candidates from the Applicant Tracking System

Conducts interviews of internal and external candidates:

Prescreens applicants over through various means

Travels to interview applicants at branches and/or offices as necessary

Extends offers verbally to candidates

Answers various inquiries from internal and external customers on the hiring process; job openings; status of application/resume or employment questions

Background investigations:

Obtaining Credit Histories as applicable

Check Systems

FDIC

References on occasion

Generates and extends job offer letters and assembles new hire material. Generates new hire package to new employee and sends new hire communication to appropriate departments

Assists with attending job fairs and gathering appropriate documents for interviews; on-line application, transcripts & resumes

3. Collaborates and advises with line business leaders:

To align HR strategies with business objectives, ensuring that decisions support long-term goals.

Provide insights and advice on people-related processes

Contributes to line of business meetings with HRBP updates

Being involved in team meetings to provide guidance (employee concerns, mediating conflicts, and promoting a positive work environment)

Serves as a consultant to manager and provides education related to HR topics.

Support managers in conducting performance reviews, setting objectives, and identifying development opportunities for team members. Directly involved in conflict resolution, disciplinary actions and performance improvement plans.

4. Conducts employee investigations in conjunction with Financial Intelligence Group and other lines of business, as needed.

5. Leads employee separation discussions, both involuntary and voluntary.

Conducts exit interviews and provides feedback as necessary LOB management.6. 66Ensures the collection of S&T bank property

6. Identifies skills gaps and develops strategies to build future talent pipelines ensuring future workforce readiness and organization growth within the line of business.

7. Assists with the development of procedures by aligning human resource knowledge and banking institutional knowledge by fostering relationships with organizational leaders/ managers.

8. Provides career guidance, development opportunities to empower our employees, enhance skill build and support long term career growth within our organization.

9. Demonstrates a strategic understanding of HR concepts and laws, ensuring compliance and aligning HR practices with organizational goals and legal requirements.

10.Develops and enforces HR policies and procedures that support business objectives including staying update on HR policies and implementing change management, if applicable.

11. Partners with leadership to implement initiatives that drive engagement and foster a high-performance culture.

12. Leveraging the HRIS system to streamline workload and enhance the effectiveness of employee services.

13. Strategizes with line of business for re-alignment of processes/employees as the business needs change Succession Planning and talent review.

14. Work together with Employee Services managers initiatives such as employee engagement surveys, round table discussions, etc. to help foster an inclusive, continuous improvement and employee well-being so that we are valuing every voice.

15. Analyzes HR metrics and provide insights to support decision-making, identify trends and recommends solutions to improve employee performance.

16. Maintains a good working relationship with all bank employees. Demonstrates the ability to work independently. Works as a team player to contribute to the success of the department and in turn the organization.

17. Performs additional duties as required.

Education:

Requires a four-year degree or equivalent in a business-related field (human resources, accounting, marketing, etc.) of study. Certification required (SHRM-CP or HRCI certification).

Experience:

Ten plus years general experience with a minimum of 5 years specialized experience required, specifically in HR or Recruitment.

Physical Demands:

Operates a keypad device 80-90% of the day. Operates office equipment 10-20% of the day. Work can be performed at multiple locations. The primary parts of the body involved in performing these tasks are the fingers, thumbs, hands, wrists, elbows, legs/feet, lower torso and upper torso. Traveling to alternate work locations 20-30% and overnight stays required 20-30%. Reaching above the shoulders bending and twisting 30-40%, standing 10-20%, sitting is 70-80% and walking 10-20% per day. Routinely lifts 0-10 lbs. 10-20%, maximum lift 20-30 lbs. 10-20% per day. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

Salary Range: