Human Capital Enablement Partner /HRBP

at  Truist Bank

THE POSITION IS DESCRIBED BELOW. IF YOU WANT TO APPLY, CLICK THE APPLY NOW BUTTON AT THE TOP OR BOTTOM OF THIS PAGE. AFTER YOU CLICK APPLY NOW AND COMPLETE YOUR APPLICATION, YOU’LL BE INVITED TO CREATE A PROFILE, WHICH WILL LET YOU SEE YOUR APPLICATION STATUS AND ANY COMMUNICATIONS. IF YOU ALREADY HAVE A PROFILE WITH US, YOU CAN LOG IN TO CHECK STATUS.

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PLEASE REVIEW THE FOLLOWING JOB DESCRIPTION:

The Senior Human Capital Enablement Partner is part of the Human Capital Business Enablement (HCBE) organization. The Senior Human Capital Enablement Partner is a highly experienced individual contributor who influences the organizational strategy and structure, builds a talent pipeline and creates a Purpose-driven culture – using data to guide the work.

PREFERRED QUALIFICATIONS:

1. Master’s degree
2. 10+ years of professional HR experience with exposure to all HR COEs. (Talent Management, Talent Acquisition, Change Management, DEI, Compensation, Benefits, Learning, etc.)
3. Experience working in the financial services industry and/or [specific line of business]
4. Demonstrated business acumen to drive organizational and people-related strategies and outcomes.
5. Demonstration of strong emotional intelligence and a flexible mindset
   General Description of Available Benefits for Eligible Employees of Truist Financial Corporation: All regular teammates (not temporary or contingent workers) working 20 hours or more per week are eligible for benefits, though eligibility for specific benefits may be determined by the division of Truist offering the position. Truist offers medical, dental, vision, life insurance, disability, accidental death and dismemberment, tax-preferred savings accounts, and a 401k plan to teammates. Teammates also receive no less than 10 days of vacation (prorated based on date of hire and by full-time or part-time status) during their first year of employment, along with 10 sick days (also prorated), and paid holidays. For more details on Truist’s generous benefit plans, please visit our Benefits site. Depending on the position and division, this job may also be eligible for Truist’s defined benefit pension plan, restricted stock units, and/or a deferred compensation plan. As you advance through the hiring process, you will also learn more about the specific benefits available for any non-temporary position for which you apply, based on full-time or part-time status, position, and division of work.

FOLLOWING IS A SUMMARY OF THE ESSENTIAL FUNCTIONS FOR THIS JOB. OTHER DUTIES MAY BE PERFORMED, BOTH MAJOR AND MINOR, WHICH ARE NOT MENTIONED BELOW. SPECIFIC ACTIVITIES MAY CHANGE FROM TIME TO TIME.

1. Work directly with EL / EL-1 and coach, advise and influence senior leaders through management and/or business leadership coaching.
2. Identify gaps in current talent plan, programs and tools to develop critical skill and achieve business goals. Develop and lead the implementation of the holistic talent management strategy.
3. Provide input into the work activities of the Human Capital Project Manager.
4. Assess Human Capital implications of business strategy, evaluates alternatives, and recommends best practices and solutions to align business strategies with talent strategies and achieve business results.
5. Interpret results of analyses provided by HC & Analytics on talent management processes (attrition, movement, engagement survey, compensation patterns), talent needs and risks. Identify trends/themes and provide recommendations to the business. Translate data into action and leads implementation of data-supported plans.
6. Partner with peer disciplines (e.g. Total Rewards, Talent Acquisition, Learning & Development, Teammate Relations, HC & Analytics and DEI) to connect the business with HR Center of Excellence to influence and evolve HR products and services for the business and its teammates.
7. Lead and implement organizational change and talent related business action plans through enterprise human capital projects & initiatives (e.g. performance management, annual talent and rewards, succession, DEI, rewards and recognition, teammate engagement).
8. Identify experiences for which teammates value most and partners with HR COE to influence to bring to life.
9. Align strategic business objectives with the bank’s risk appetite and risk management capabilities, maintaining an effective control environment
10. Partner and collaborate with Finance, Risk, Compliance, Legal and Business Enablement teams to drive business strategy

THE REQUIREMENTS LISTED BELOW ARE REPRESENTATIVE OF THE KNOWLEDGE, SKILL AND/OR ABILITY REQUIRED. REASONABLE ACCOMMODATIONS MAY BE MADE TO ENABLE INDIVIDUALS WITH DISABILITIES TO PERFORM THE ESSENTIAL FUNCTIONS.

1. Bachelor’s degree or equivalent education and related training
2. 8+ years in a HR Business Partner role and/or equivalent strategic HR/business experience
3. Experience influencing and driving HR strategy for senior level leaders, linking to business strategy, which lead to driving business outcomes
4. A combination of HR experience in the following areas: organizational design, succession planning, business consulting, compensation and rewards, teammate engagement, coaching and development, talent management, conflict resolution, talent acquisition, data analysis, and teammate relations