Human Resources Business Partner
Washington Trust, Westerly, RI, United States
Washington Trust has an opportunity for a seasoned HR leader‑practitioner to join our team as a Human Resources Business Partner & Generalist. In this role, you’ll partner closely with leaders and employees to deliver both strategic and hands‑on, end‑to‑end HR support across employee relations, talent acquisition, talent development, performance management, and strategic partnership. You’ll bring a strategic mindset with a highly service‑oriented, execution‑focused approach to help build an inclusive, high‑performing culture across your assigned business lines. You will help shape the organization by identifying, attracting, developing and retaining high‑caliber professional talent, while also serving as a trusted advisor on day‑to‑day and complex people matters across assigned business lines, with particular focus on commercial banking, wealth management, mortgage, and consumer lending. A hybrid work model supports both flexibility and strong connection to the business.
Why Washington Trust Join a community bank where your work has visible impact—on our people, our customers, and the communities we serve! Washington Trust offers a Human Resources environment where decisions are made thoughtfully, relationships matter, and HR leaders are closely connected to the business. This role provides the opportunity to influence HR practices, talent strategies, and leadership development through hands‑on involvement and trusted partnership—rather than layers of approval or centralized models. The successful candidate will help ensure HR remains responsive, pragmatic, and aligned with the bank’s culture and long‑term objectives, while exercising meaningful, people‑first influence across workforce capability, engagement, and culture.
Key Responsibilities Strategic Business Partnership
Serve as a trusted advisor to division leaders, grounded in strong understanding of banking roles, talent markets, and workforce dynamics
Translate business priorities into practical, executable people strategies and actionable workforce and talent plans
Partner with leadership teams to anticipate talent risks and opportunities tied to growth, succession, and customer‑facing roles
Balance advocacy for people with pragmatism for the business, consistently exercising sound judgment
Build deep credibility with business leaders through responsiveness, sound judgment, and a strong understanding of banking roles and operating models
Ensure a consistent, high‑quality HR experience for employees and leaders across supported business lines
Talent Acquisition, Development & Workforce Planning
Partner with leaders to understand current and future talent needs based on business strategy, growth plans, and operating models
Own talent identification and recruiting strategy for key professional and customer relationship management roles across assigned business lines
Actively source talent using professional networks, referrals, market intelligence, and targeted outreach—not solely inbound applicants
Serve as a thought partner to leaders on “who to hire,” not just “how to hire”
Manage full‑cycle recruiting end‑to‑end, maintaining a high‑touch, relationship‑based candidate experience
Serve as a strong ambassador of the Washington Trust brand in the market, representing the organization with professionalism and polish
Use market insight to advise leaders on talent availability, timing, and realistic hiring tradeoffs
Analyze headcount, turnover, and staffing trends; translate insights into actionable hiring, retention, and redeployment plans
Identify capability gaps and recommend build/buy/borrow solutions (upskilling, succession, recruiting, contractors/temporary resources)
Support succession planning, leadership development, and high‑potential initiatives
Employee Relations & Engagement
Partner with managers and employees as a trusted advisor on employee relations, performance concerns, and day‑to‑day workplace questions
Support engagement and retention efforts that strengthen the overall employee experience
Guide leaders through complex performance and employee relations matters
Provide thoughtful, balanced counsel that reflects both policy expertise and sound business judgment
Performance, Development & Retention
Partner with managers to drive and support strong performance management practices, including goal setting, coaching, feedback, and calibration
Coach leaders on people decisions, talent development, and retention strategies
Review compensation and internal equity within supported business lines; provide recommendations on salary ranges, promotions and pay adjustments
Support succession planning and internal mobility for critical roles
Who Will Thrive in This Role This role is well‑suited for someone who:
Enjoys being close to the business, understanding roles deeply, and helping leaders make better talent decisions
Is energized by finding great people and watching them thrive, not just managing processes
Brings confidence and credibility to influence senior leaders and represent the organization externally
Prefers a blended role—comfortable switching between strategic discussions, hands‑on recruiting, and day‑to‑day HR problem solving
Exercises strong judgment, knowing when to be firm, when to be flexible, and when to elevate
Values relationships and long‑term impact over transactional HR work
Thrives in a relationship‑based, community banking environment where trust, responsiveness, and credibility matter
Qualifications Required
Bachelor’s degree in Human Resources, Business Administration, or a related field
10+ years of progressive HR experience, including meaningful time spent as both an HR Business Partner and an HR generalist
Demonstrated success identifying, sourcing, and hiring professional talent, preferably in banking or financial services
Strong knowledge of employment law, employee relations, and HR best practices
Demonstrated ability to influence and partner with senior leaders
Strong executive presence, polish, and credibility with senior leaders, employees, candidates, and external partners
Excellent communication, coaching, and relationship‑building skills
Strong judgment, discretion, and ability to operate independently
Working knowledge of HRIS/ATS platforms (Dayforce preferred) and Microsoft Office
HR certification (SHRM‑CP, SHRM‑SCP, PHR, or SPHR) a plus
Compensation The good‑faith, reasonable base salary range for this role is $140,000–$170,000. Actual compensation will be based on relevant experience, skills, training, certifications, and education. This role may be eligible for an annual bonus and includes a comprehensive benefits package.
Our employees enjoy a comprehensive benefits package, which includes health and welfare benefits, paid time‑off, work‑life program, and a 401(k) plan.
We believe employees who are valued, recognized, rewarded and empowered, will achieve personal and professional growth.
Apply today and find out why we have been voted one of the Best Places to Work in Rhode Island since 2011!
The Washington Trust Company, and each of its subsidiaries and affiliates are committed to providing equal employment opportunities to all employees and applicants as protected by state and/or federal law.
#J-18808-Ljbffr
Why Washington Trust Join a community bank where your work has visible impact—on our people, our customers, and the communities we serve! Washington Trust offers a Human Resources environment where decisions are made thoughtfully, relationships matter, and HR leaders are closely connected to the business. This role provides the opportunity to influence HR practices, talent strategies, and leadership development through hands‑on involvement and trusted partnership—rather than layers of approval or centralized models. The successful candidate will help ensure HR remains responsive, pragmatic, and aligned with the bank’s culture and long‑term objectives, while exercising meaningful, people‑first influence across workforce capability, engagement, and culture.
Key Responsibilities Strategic Business Partnership
Serve as a trusted advisor to division leaders, grounded in strong understanding of banking roles, talent markets, and workforce dynamics
Translate business priorities into practical, executable people strategies and actionable workforce and talent plans
Partner with leadership teams to anticipate talent risks and opportunities tied to growth, succession, and customer‑facing roles
Balance advocacy for people with pragmatism for the business, consistently exercising sound judgment
Build deep credibility with business leaders through responsiveness, sound judgment, and a strong understanding of banking roles and operating models
Ensure a consistent, high‑quality HR experience for employees and leaders across supported business lines
Talent Acquisition, Development & Workforce Planning
Partner with leaders to understand current and future talent needs based on business strategy, growth plans, and operating models
Own talent identification and recruiting strategy for key professional and customer relationship management roles across assigned business lines
Actively source talent using professional networks, referrals, market intelligence, and targeted outreach—not solely inbound applicants
Serve as a thought partner to leaders on “who to hire,” not just “how to hire”
Manage full‑cycle recruiting end‑to‑end, maintaining a high‑touch, relationship‑based candidate experience
Serve as a strong ambassador of the Washington Trust brand in the market, representing the organization with professionalism and polish
Use market insight to advise leaders on talent availability, timing, and realistic hiring tradeoffs
Analyze headcount, turnover, and staffing trends; translate insights into actionable hiring, retention, and redeployment plans
Identify capability gaps and recommend build/buy/borrow solutions (upskilling, succession, recruiting, contractors/temporary resources)
Support succession planning, leadership development, and high‑potential initiatives
Employee Relations & Engagement
Partner with managers and employees as a trusted advisor on employee relations, performance concerns, and day‑to‑day workplace questions
Support engagement and retention efforts that strengthen the overall employee experience
Guide leaders through complex performance and employee relations matters
Provide thoughtful, balanced counsel that reflects both policy expertise and sound business judgment
Performance, Development & Retention
Partner with managers to drive and support strong performance management practices, including goal setting, coaching, feedback, and calibration
Coach leaders on people decisions, talent development, and retention strategies
Review compensation and internal equity within supported business lines; provide recommendations on salary ranges, promotions and pay adjustments
Support succession planning and internal mobility for critical roles
Who Will Thrive in This Role This role is well‑suited for someone who:
Enjoys being close to the business, understanding roles deeply, and helping leaders make better talent decisions
Is energized by finding great people and watching them thrive, not just managing processes
Brings confidence and credibility to influence senior leaders and represent the organization externally
Prefers a blended role—comfortable switching between strategic discussions, hands‑on recruiting, and day‑to‑day HR problem solving
Exercises strong judgment, knowing when to be firm, when to be flexible, and when to elevate
Values relationships and long‑term impact over transactional HR work
Thrives in a relationship‑based, community banking environment where trust, responsiveness, and credibility matter
Qualifications Required
Bachelor’s degree in Human Resources, Business Administration, or a related field
10+ years of progressive HR experience, including meaningful time spent as both an HR Business Partner and an HR generalist
Demonstrated success identifying, sourcing, and hiring professional talent, preferably in banking or financial services
Strong knowledge of employment law, employee relations, and HR best practices
Demonstrated ability to influence and partner with senior leaders
Strong executive presence, polish, and credibility with senior leaders, employees, candidates, and external partners
Excellent communication, coaching, and relationship‑building skills
Strong judgment, discretion, and ability to operate independently
Working knowledge of HRIS/ATS platforms (Dayforce preferred) and Microsoft Office
HR certification (SHRM‑CP, SHRM‑SCP, PHR, or SPHR) a plus
Compensation The good‑faith, reasonable base salary range for this role is $140,000–$170,000. Actual compensation will be based on relevant experience, skills, training, certifications, and education. This role may be eligible for an annual bonus and includes a comprehensive benefits package.
Our employees enjoy a comprehensive benefits package, which includes health and welfare benefits, paid time‑off, work‑life program, and a 401(k) plan.
We believe employees who are valued, recognized, rewarded and empowered, will achieve personal and professional growth.
Apply today and find out why we have been voted one of the Best Places to Work in Rhode Island since 2011!
The Washington Trust Company, and each of its subsidiaries and affiliates are committed to providing equal employment opportunities to all employees and applicants as protected by state and/or federal law.
#J-18808-Ljbffr