HR Business Partner Manager

Job Details

The HR Business Partner Manager will work directly with the Chief Human Resources Officer (CHRO) to implement the U.S. commercial banking strategy. This role will lead the design and scaling of the HR function to support business growth, with a focus on the expansion of mortgage lending, CRA obligations, and regulated banking operations. The role also involves overseeing HR business partners in the Private Bank, Asset Management, and Institutional Broker-Dealer divisions in the U.S., Switzerland, and the Bahamas to ensure consistent implementation of HR strategy, governance, and service quality across these regions. This position requires an experienced HR leader with extensive experience in commercial banking who is capable of translating business priorities into actionable HR strategies in the areas of talent, organizational design, and regulatory compliance.

Tasks

The most important tasks include:

• Strategic HR Business Partnership: Overseeing and leading HR business partners to ensure consistent implementation of the HR strategy
• Workforce Planning: Oversee workforce planning for key areas, including mortgage lending teams and CRA roles
• Organizational Design and Scaling: Support in the Design and Evolution of Organizational Structures
• Compensation and Rewards: Partner with the Compensation Practice to develop competitive and compliant compensation structures
• HR Risk, Compliance, and CRA Coordination: Supporting HR operations to ensure that HR practices comply with U.S. banking regulations

Requirements

The requirements include:

• 8+ years of experience in HR, with extensive experience in commercial banking or financial services
• Proven experience in supporting mortgage lending operations and/or retail and commercial banks
• In-depth understanding of commercial banking workforce models, mortgage lending talent dynamics, and CRA and community development frameworks
• Extensive knowledge of HR compliance in regulated environments

Skills and competencies

The required skills and competencies include:

• Strategic thinker with strong execution capabilities
• Ability to work in fast-paced, dynamic environments
• Robust stakeholder management, including senior executives
• An analytical and structured approach to solving HR problems
• A high degree of personal responsibility and adaptability
• Navigating regulatory complexity with ease while driving growth