Human Resources Business Partner Director - Commercial, Wealth and Institutional
M&T Bank Corporation, New York, NY, United States
Human Resources Business Partner Director - Commercial, Wealth and Institutional Services page is loaded## Human Resources Business Partner Director - Commercial, Wealth and Institutional Servicesremote type:
Onsite Positionlocations:
New York, NYtime type:
Full timeposted on:
Posted Todayjob requisition id:
R83850**Overview:**The HR Business Partner (HRBP) Director is senior strategic advisor to executive leadership, accountable for aligning people strategy to business objectives and delivering enterprise‐level talent outcomes: right talent, in the right roles, with the right skills—now and for the future. Success in the role will be accomplished by effectively leading a team of HRBPs, across multiple business lines/geographies, and partnering with HR COEs to drive workforce planning, succession, capability building, performance, and organizational effectiveness that translate into measurable business results.**Key Responsibilities:*** Serve as a strategic advisor and coach to executive leaders on human capital strategy, people management, and career development to advance organizational priorities and strengthen overall business performance.* Translate business strategies into integrated human capital plans (workforce planning, talent, and performance), and lead the design, development, and execution of those plans across assigned business lines.* Lead and develop a high performing HRBP team; set the vision, standards, and operating rhythm (planning cadence, portfolio management, stakeholder engagement).* Unify HR Services and COEs to co create scalable solutions; remove duplication, clarify handoffs, and improve service levels.* Oversee and ensure execution of people programs and processes (Employee Engagement, Talent Calibration/Review, Performance Management, and Compensation Cycle) and offer an enterprise‐wide view of insights, outcomes, and recommendations to senior leadership.* Utilize Talent data (e.g., Workday, analytics dashboards) to share concise insights and decisions—predict talent risk, quantify skills gaps, track talent movement, and tie to business KPIs.* Lead change strategies (stakeholder mapping, communications, adoption, governance) for large transformations; oversee critical workstreams and outcomes.* Coach leaders through change with clear, timely, and transparent communication and engagement strategies.* Assess organizational development needs and partner with HR COEs to address capability gaps and build critical skills for current and future needs.* Provide organizational design expertise, working with the business lines to ensure the achievement of business goals and financial targets in collaboration with other key stakeholders (Finance, HR COEs, etc.)* Leverage strong HR and business acumen to forecast risks/opportunities and to shape solutions that strengthen competitive advantages in the market.* Exercise managerial authority for staffing, performance appraisals, promotions, compensation recommendations, performance management, and terminations.* Promote an environment that supports engagement and belonging and reflects the M&T Bank brand; maintain internal control standards, including timely implementation of audit and regulatory findings, as applicable.* In collaboration with the business, develop strategic workforce plans, including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.* Understand and adhere to the Company’s risk and regulatory standards, policies, and controls following the Company’s Risk Appetite. Identify risk-related issues needing escalation to management.* Promote an environment that supports engagement and belonging and reflects the M&T Bank brand.* Complete other related duties as assigned.**Key competencies:****Strategic Consulting****Business acumen & systems thinking:** Connects market dynamics, P&L drivers, and people levers; frames trade‐offs and second‐order effects.**Problem structuring & options:** Translates ambiguous issues into clear hypotheses, options with implications, and “so what/now what” recommendations.**Decision enablement:** Uses data and narratives to drive decisions quickly; sets governance to track outcomes.**Constructive challenge:** Courage to disagree, reframe, and course‐correct with executives.**Partnership & Collaboration****Orchestrates the matrix:** Partners with HR COEs, Finance, Legal, and business leaders to co‐create scalable, user‐centric solutions.**Builds alliances:** Breaks silos, negotiates tradeoffs, and ensures clear ownership and handoffs.**Influences without authority:** Mobilizes resources and maintains momentum across complex, multi‐line environments.**Partnership savvy:** Leverages external partners where they accelerate capability and value.**Impact & Influence****Executive presence & storytelling:** Synthesizes complex data into a concise narrative; tailors to the audience; makes the choice easy.**Stakeholder strategy:** Maps power/interest, anticipates resistance, builds coalitions, and secures sponsorship.**Outcome orientation:** Drives decisions to closure; sets clear accountabilities and operating mechanisms; follows through to measured impact.**Additional Differentiators:** Delivers results, inspires followers, change leadership; develops talent.**Education and Experience Required:*** Bachelor’s degree and 10+ years in HR and/or relevant business roles (or 15+ years combined experience without a degree), including 5+ years leading managers/senior HRBPs.* Experience across two or more HR disciplines with leadership accountability.* Proven judgment resolving complex issues in ambiguous, high‐stakes environments.* Proficiency with Microsoft 365/Copilot and HRIS/analytics tools.**Education and Experience Preferred:*** Master’s degree; SPHR and/or SHRM‐SCP.* Workday expertise; people analytics fluency.* 5+ years leading HRBPs in complex, multi‐line, multi‐geography organizations.* Proven ability to influence senior leaders in client‐centric environments and guide organizational design for growth in specialized markets.* Experience supporting financial services businesses, with strong understanding of advisory, credit, and revenue‐generating talent models.**Physical Requirements:*** Travel – 10-20%#LI-LA1M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $188,800.00 - $314,600.00 Annual (USD). The successful candidate’s particular combination of knowledge, skills, and experience will inform their specific compensation.# **Location**New York, New York, United States of AmericaGreat companies have an enduring sense of purpose. At M&T, our purpose is a simple one: **make a difference in people’s lives and uplift the communities we serve**. M&T Bank Corporation is a financial holding company headquartered in Buffalo, New York. M&T’s affiliates offer advice, guidance, expertise and solutions across the entire financial spectrum, combining M&T Bank’s traditional banking services with the wealth management and institutional capabilities offered by Wilmington Trust. M&T Bank has a network of over 1,000 branches and 2,200 ATMs that span 12 states from Maine to Virginia and Washington, D.C. For more than 165 years, M&T has strived to take an active role in our communities and build long-lasting relationships with our customers. We are a bank for communities—combining the capabilities of a large bank with the care of a locally focused institution. #J-18808-Ljbffr
Onsite Positionlocations:
New York, NYtime type:
Full timeposted on:
Posted Todayjob requisition id:
R83850**Overview:**The HR Business Partner (HRBP) Director is senior strategic advisor to executive leadership, accountable for aligning people strategy to business objectives and delivering enterprise‐level talent outcomes: right talent, in the right roles, with the right skills—now and for the future. Success in the role will be accomplished by effectively leading a team of HRBPs, across multiple business lines/geographies, and partnering with HR COEs to drive workforce planning, succession, capability building, performance, and organizational effectiveness that translate into measurable business results.**Key Responsibilities:*** Serve as a strategic advisor and coach to executive leaders on human capital strategy, people management, and career development to advance organizational priorities and strengthen overall business performance.* Translate business strategies into integrated human capital plans (workforce planning, talent, and performance), and lead the design, development, and execution of those plans across assigned business lines.* Lead and develop a high performing HRBP team; set the vision, standards, and operating rhythm (planning cadence, portfolio management, stakeholder engagement).* Unify HR Services and COEs to co create scalable solutions; remove duplication, clarify handoffs, and improve service levels.* Oversee and ensure execution of people programs and processes (Employee Engagement, Talent Calibration/Review, Performance Management, and Compensation Cycle) and offer an enterprise‐wide view of insights, outcomes, and recommendations to senior leadership.* Utilize Talent data (e.g., Workday, analytics dashboards) to share concise insights and decisions—predict talent risk, quantify skills gaps, track talent movement, and tie to business KPIs.* Lead change strategies (stakeholder mapping, communications, adoption, governance) for large transformations; oversee critical workstreams and outcomes.* Coach leaders through change with clear, timely, and transparent communication and engagement strategies.* Assess organizational development needs and partner with HR COEs to address capability gaps and build critical skills for current and future needs.* Provide organizational design expertise, working with the business lines to ensure the achievement of business goals and financial targets in collaboration with other key stakeholders (Finance, HR COEs, etc.)* Leverage strong HR and business acumen to forecast risks/opportunities and to shape solutions that strengthen competitive advantages in the market.* Exercise managerial authority for staffing, performance appraisals, promotions, compensation recommendations, performance management, and terminations.* Promote an environment that supports engagement and belonging and reflects the M&T Bank brand; maintain internal control standards, including timely implementation of audit and regulatory findings, as applicable.* In collaboration with the business, develop strategic workforce plans, including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.* Understand and adhere to the Company’s risk and regulatory standards, policies, and controls following the Company’s Risk Appetite. Identify risk-related issues needing escalation to management.* Promote an environment that supports engagement and belonging and reflects the M&T Bank brand.* Complete other related duties as assigned.**Key competencies:****Strategic Consulting****Business acumen & systems thinking:** Connects market dynamics, P&L drivers, and people levers; frames trade‐offs and second‐order effects.**Problem structuring & options:** Translates ambiguous issues into clear hypotheses, options with implications, and “so what/now what” recommendations.**Decision enablement:** Uses data and narratives to drive decisions quickly; sets governance to track outcomes.**Constructive challenge:** Courage to disagree, reframe, and course‐correct with executives.**Partnership & Collaboration****Orchestrates the matrix:** Partners with HR COEs, Finance, Legal, and business leaders to co‐create scalable, user‐centric solutions.**Builds alliances:** Breaks silos, negotiates tradeoffs, and ensures clear ownership and handoffs.**Influences without authority:** Mobilizes resources and maintains momentum across complex, multi‐line environments.**Partnership savvy:** Leverages external partners where they accelerate capability and value.**Impact & Influence****Executive presence & storytelling:** Synthesizes complex data into a concise narrative; tailors to the audience; makes the choice easy.**Stakeholder strategy:** Maps power/interest, anticipates resistance, builds coalitions, and secures sponsorship.**Outcome orientation:** Drives decisions to closure; sets clear accountabilities and operating mechanisms; follows through to measured impact.**Additional Differentiators:** Delivers results, inspires followers, change leadership; develops talent.**Education and Experience Required:*** Bachelor’s degree and 10+ years in HR and/or relevant business roles (or 15+ years combined experience without a degree), including 5+ years leading managers/senior HRBPs.* Experience across two or more HR disciplines with leadership accountability.* Proven judgment resolving complex issues in ambiguous, high‐stakes environments.* Proficiency with Microsoft 365/Copilot and HRIS/analytics tools.**Education and Experience Preferred:*** Master’s degree; SPHR and/or SHRM‐SCP.* Workday expertise; people analytics fluency.* 5+ years leading HRBPs in complex, multi‐line, multi‐geography organizations.* Proven ability to influence senior leaders in client‐centric environments and guide organizational design for growth in specialized markets.* Experience supporting financial services businesses, with strong understanding of advisory, credit, and revenue‐generating talent models.**Physical Requirements:*** Travel – 10-20%#LI-LA1M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $188,800.00 - $314,600.00 Annual (USD). The successful candidate’s particular combination of knowledge, skills, and experience will inform their specific compensation.# **Location**New York, New York, United States of AmericaGreat companies have an enduring sense of purpose. At M&T, our purpose is a simple one: **make a difference in people’s lives and uplift the communities we serve**. M&T Bank Corporation is a financial holding company headquartered in Buffalo, New York. M&T’s affiliates offer advice, guidance, expertise and solutions across the entire financial spectrum, combining M&T Bank’s traditional banking services with the wealth management and institutional capabilities offered by Wilmington Trust. M&T Bank has a network of over 1,000 branches and 2,200 ATMs that span 12 states from Maine to Virginia and Washington, D.C. For more than 165 years, M&T has strived to take an active role in our communities and build long-lasting relationships with our customers. We are a bank for communities—combining the capabilities of a large bank with the care of a locally focused institution. #J-18808-Ljbffr