Human Resources Business Partner

Thank you for your interest in a career at Regions. At Regions, we believe associates deserve more than just a job. We believe in offering performance-driven individuals a place where they can build a career --- a place to expect more opportunities. If you are focused on results, dedicated to quality, strength and integrity, and possess the drive to succeed, then we are your employer of choice.

Regions is dedicated to taking appropriate steps to safeguard and protect private and personally identifiable information you submit. The information that you submit will be collected and reviewed by associates, consultants, and vendors of Regions in order to evaluate your qualifications and experience for job opportunities and will not be used for marketing purposes, sold, or shared outside of Regions unless required by law. Such information will be stored in accordance with regulatory requirements and in conjunction with Regions’ Retention Schedule for a minimum of three years. You may review, modify, or update your information by visiting and logging into the careers section of the system.

Job Description:

At Regions, the Human Resources Business Partner (HRBP) is an integral part of the leadership team who demonstrates a deep understanding of their assigned business area and partners with business leader(s) to identify human capital solutions that align with and address business strategies and challenges. This position will draw on the expertise of other HR groups (COEs and HR Operations) to harness and deliver required expertise, resources, and services to drive customer/organizational imperatives. The HRPB is responsible for bringing the right resources, at the right time, for the right solution. The HRBP at this level works under guidance and direction of a Senior HRBP, contributing to overall team goals for one or more complex business groups.　

Primary Responsibilities

• Business Acumen – Maintains effective business acumen and knowledge of the business’s financial position, plans, culture, and competition. The HRBP influences human capital performance and productivity through translating business needs into talent priorities and solutions. This includes the ability to understand and interpret financial data and make recommendations to leadership to guide decision-making on business issues impacting performance of both the business unit and the entire organization.
• Change Leadership – Identifies and anticipates pressures for change, providing thought partnership and acting as a change agent who provides effective challenge and identifies creative and flexible solutions to deliver required outcomes. This includes partnering with assigned leader(s) to leverage change acceleration techniques, create team effectiveness plans, and bring employee engagement plans to life while driving inclusion, belonging, and impact (IBI) initiatives.
• Talent Coaching/Management – Coaches leaders on people management and leadership skills to improve organizational performance. The HRBP must understand the organization’s talent strategy, talent plan and talent supply chain. This includes partnering with leaders and COEs to build succession plans for each critical role/key position and to ensure development of top talent. In addition, the HRBP will identify talent gaps and build plans to address.
• Data Analytics – Uses relevant data to identify patterns, formulate insights and communicate findings to business leaders. The HRBP distills complex information into key insights, clear recommendations, and action plans. This includes the ability to communicate a compelling story line based on data, using data analysis to validate root causes and determine problems from symptoms.
• Total Rewards – Educates leaders on total rewards strategies using knowledge of how they can be used to attract, recognize, and retain key talent. This includes proactively engaging Compensation partners to review total rewards for critical roles, key positions, and top talent.
• Risk Management – Remains proactive in scanning the business environment to identify people/organizational risks and issues, and develops strategies to mitigate.
• Organizational Effectiveness – Partners with assigned leaders to identify opportunities and develop interventions that continuously improve both efficiency and team engagement. The HRBP must act as an organizational champion in strengthening organizational capabilities, simplifying processes, and maximizing performance.

This position is exempt from timekeeping requirements under the Fair Labor Standards Act and is not eligible for overtime pay.　

This job is incentive eligible.

Requirements

• Bachelor’s degree
• Eight (8) years of progressive experience in HR or closely related experience within a business unit
• Understanding of HRBP practices including organization design, talent strategy, performance management, change management and executive relationship building
• General understanding of two or more HR functional specialties (e.g. compensation, benefits, organization design, talent acquisition, associate relations)

Preferences

• HR Accreditation preferred (Senior Professional in Human Resources, Society of Human Resource Management – Senior Certified Professional, Certified Compensation Professional, etc.)
• Masters of Business Administration or HR Masters preferred
• Prior experience in the financial services industry
• Previous experience with HR systems such as Workday, PeopleSoft, Taleo, etc.

Skills and Competencies

• Ability to communicate in order to influence key stakeholders
• Ability to manage a complex set of stakeholders
• Ability to provide coaching, consulting and facilitation skills for stakeholders
• Ability to take an independent position in the face of opposition
• Flexibility – able to adapt to changing circumstances and ability to adapt personal style to suit different people or situations; ability to deal with ambiguity and to make positive use of the opportunity it presents
• Strong analytical, problem solving skills, and drive for results
• Strong collaboration skills both within a team and across teams to leverage strengths and experiences to create the best outcome

Position Type

Full time

Compensation Details

Pay ranges are job specific and are provided as a point-of-market reference for compensation decisions. Other factors which directly impact pay for individual associates include: experience, skills, knowledge, contribution, job location and, most importantly, performance in the job role. As these factors vary by individuals, pay will also vary among individual associates within the same job.

The target information listed below is based on the Metropolitan Statistical Area Market Range for where the position is located and level of the position.

Job Range Target:

Minimum:

$112,218.70 USD

Median:

$148,620.00 USD

Incentive Pay Plans:

This role is eligible to participate in the annual discretionary incentive plan. Employees are eligible to receive a discretionary award based on individual, business, and/or company performance.

Benefits Information

Regions offers a benefits package that is flexible, comprehensive and recognizes that "one size does not fit all" for benefits-eligible associates. Listed below is a synopsis of the benefits offered by Regions for informational purposes, which is not intended to be a complete summary of plan terms and conditions.

• Paid Vacation/Sick Time

• 401K with Company Match

• Medical, Dental and Vision Benefits

• Disability Benefits

• Health Savings Account

• Flexible Spending Account

• Life Insurance

• Parental Leave

• Employee Assistance Program

• Associate Volunteer Program

Please note, benefits and plans may be changed, amended, or terminated with respect to all or any class of associate at any time. To learn more about Regions’ benefits, please click or copy the link below to your browser.

https://www.regions.com/about-regions/welcome-portal/benefits

Location Details

Regions Center

Location:

Birmingham, Alabama

Equal Opportunity Employer/including Disabled/Veterans

Job applications at Regions are accepted electronically through our career site for a minimum of five business days from the date of posting. Job postings for higher-volume positions may remain active for longer than the minimum period due to business need and may be closed at any time thereafter at the discretion of the company.