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HR Business Partner (or Senior HRBP) in Cleveland, OH at Key Bank- Corporate

Date Posted: 3/11/2019

Job Snapshot

  • Employee Type:
  • Location:
    Cleveland, OH
  • Job Type:
  • Experience:
    Not Specified
  • Date Posted:

Job Description

JOB TITLE: HR Business Partner
About the Job (Job Brief)

HR Business Partner (HRBP)
The Consumer HR Business Partner (HRBP) will work as an integral member of the leadership team for Wealth Management Leaders providing senior level coaching, consultation and support that contribute to the client strategy and business direction. This role will collaborate with HR partners and Centers of Excellence (COEs)to identify and deliver solutions to support business leaders and the strategies by helping to identify, prioritize, and build organizational capabilities, structures, and processes that minimize risk, drive workforce effectiveness, and lead to improved business performance.

The HRBP will also work to integrate and deliver all HR programs and initiatives such as: recruiting approach and partnership, training, leadership development, performance management, compensation & benefits, employee relations, diversity & inclusion, and overall employee engagement. Success criteria include: demonstrated leadership skills with a focus on execution and sustainability, solutions focused with the ability to proactively offer strategic recommendations, project management, business acumen, influential coaching and consulting skills, and strong interpersonal skills with proven relationship-building ability. The HRBP role is an individual contributor that partners with the HR COEs to deliver on the Wealth Management Human Capital priorities. The role will report to the HR Business Partner Manager for Consumer and will support one or more Wealth Management lines of business.
Essential Job Functions

• Act as a thought leader; consulting, challenging, influencing clients to be as effective and impactful as possible while balancing (minimizing) risk and reward. Operate as an executive coach to Sr. Business leaders.
• Implement the Human Capital plan for the assigned business unit. Provide leadership and execution in the following areas; leadership effectiveness, organizational effectiveness, employee engagement, retention, team development, communication, workforce planning, performance management, compensation, management development/coaching, diversity and inclusion.
• Lead talent and leadership development activities aligned with business strategy e.g. Performance Management and Leadership Development. Keeps talent priorities at the forefront with Sr. Leaders. Executes processes with a focus on development plans, coaching/counseling leaders, succession plans, bench strength for critical positions, retention of top talent, employee onboarding and new leader assimilation to drive business unit performance.
• Partner with leaders and COEs and lead Human Capital planning e.g., hiring, retention and performance management tactics including championing diversity commitments with emphasis on strategic positions.
• Accountable for leading a successful relationship with Recruiting and Business Leaders to ensure a proactive recruiting strategy and approach exists, identifies and overcomes challenges and leverages successes to build a diverse and successful workforce.
• Accountable for leader onboarding and effectiveness and champions onboarding focus throughout the teams to create awareness and reinforce criticality of the manager’s role in the process.
• Facilitate compensation processes including; base pay increases, short term incentive compensation (STIC), Long Term Incentive Compensation (LTIC), offers for strategic/critical hires, etc. to ensure differentiation for high performance.
• Partner to effectively manage complex Employee Relations. If involvement is required, partner with Employee Relations Solution Team (ERST) to determine level of involvement (advisory, engage, escalate) required and establish roles and responsibilities for resolution. Escalate trends and high-risk situations including potential sales practice violations. Proactively refer clients to the ERST.
• Consult with leaders and partners to develop and execute change management and communication plans as needed. Ensure learning points are identified and acted upon by senior leaders and the outcomes of changes are embedded in the employee and leadership strategies for sustainability.
• Support network and HR enterprise initiatives as a member of a project team and or champion the initiative with clients and HR community.

Required Qualifications

• Bachelor’s Degree or equivalent work experience
• 10+ years of HR experience, with positions of increasing responsibility
• Demonstrated ability to creatively solve HR related problems
• The ability to paint a compelling vision of a career at Key to attract talent
• The ability to manage, mostly through influence, to keep a multitude of stakeholders coordinated and high-performing
• Perceptive enough to judge the true strengths and weaknesses of people
• Able to connect talent with organizational needs to put the best talent in the most challenging and fulfilling roles
• The ability to keep talent engaged in good times and during challenges
• An ability to engage diverse constituents
• Proven experience working remotely from client base and being able to build and sustain relationships across geographies.
• Ability to travel to KeyBank geographic locations (roughly 20% of the time)

Preferred Qualifications

• Experience in at least one HR discipline, recruiting, employee relations, compensation, talent management
• Wealth Management business acumen and experience working in the Wealth Management Industry


KeyCorp is an Equal Opportunity and Affirmative Action Employer committed to engaging a diverse workforce and sustaining an inclusive culture. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.

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