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Open nowPosted 9 days ago

Senior HR Business Partner

Hancock Whitney160 open roles

Where
Hancock Whitney Center - New Orleans, LA
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Your applicationOpen nowSenior HR Business PartnerHancock Whitney · Hancock Whitney Center - New Orleans, LA

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The clock on this job

Early applications get read.

8.5% of postings close within 7 days. Measured by our own scanner across the market. Hancock Whitney postings stay open a median of 5 days.

Share of postings closed within
  1. 1.8%1 day
  2. 4.0%3 days
  3. 8.5%7 days
  4. 15.4%14 days
  5. 34.1%30 days
This job: posted 9 days ago

Hancock Whitney median: 5 days open

The posting

Thank you for your interest in our company! To apply, click on the button above. You will be required to create an account (or sign in with an existing account). Your account will provide you access to your application information. The email address used in establishing your account will be used to correspond with you throughout the application process. Please be sure and check the spam folder. You may review, modify, or update your information by visiting and logging into your account.

Regional HR Manager- HR Business Partner Services

The Senior HR Business Partner provides consultation to assigned business unit leaders on human capital management strategies in support of business objectives. This role supports HR programs and processes within the assigned business unit including talent, performance, compensation, organization design and development, various assessments, and talent planning as well as other key initiatives. Serving as a liaison to the HR Centers of Expertise (COEs), including Talent & Diversity, Total Rewards, HR Service Delivery and Corporate Communications, the HR Business Partner assesses and anticipates HR-related needs of the business units and seeks to develop integrated solutions.

Essential Duties & Responsibilities

  • Deliver value-added services to business unit management to identify and align the talent and business needs of their assigned business units. Partner with business unit management and HR COEs to provide expert consultation on talent management solutions including talent acquisition and development, succession planning, organizational design and development, workforce planning, compensation, performance management, and associate engagement in support of business objectives.
  • Embrace the HR Operating Model by proactively and effectively collaborating with HR COEs to positively influence outcomes and provide integrated solutions for assigned business units. Support annual, routine, and ad-hoc HR processes within assigned business units. Ensure proper hand-off to HR Service Center or HR COEs as appropriate.
  • Work directly with business unit leadership to diagnose and analyze current and future talent needs, including workforce planning, development opportunities, as well as attraction and retention strategies. Facilitate organizational change on complex change efforts, i.e. major efficiency and process/performance improvement projects. Advise on organizational structure to keep aligned the business demands.
  • Facilitate the Non-Executive Talent Review to include succession planning in assigned business units. Partner with senior managers to identify and advise on and support the development of high potentials. Provide succession management support, including coaching, facilitation and providing feedback. Partner closely with Talent Acquisition to ensure equity and progression of top talent.
  • Partner with business unit leadership and HR COEs to execute annual, recurring, and ad-hoc performance and compensation review processes. Provide consultation on compensation recommendations, with a focus on pay for performance ensuring consistency with the Company’s compensation philosophy and compensation administration framework. Collaborate with HR COEs to proactively manage performance and/or compensation concerns and/or issues.
  • Collaborate with business unit leadership and HR COEs to assess and identify policy and/or training needs and solutions, post implementation integration activities and effectiveness measures. Coordinate with HR COEs to best support any unique business training needs.
  • Provide ongoing support to identify development opportunities. Assist in the development of goals and objectives that are consistent with those of the organization and business unit and monitor success as well as reassess for opportunities.
  • Other duties as assigned.

Supervisory Responsibilities

This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the organization.

Position Qualifications

  • Bachelor's degree in HR or related field (or equivalent working experience or training) required.
  • A minimum of 6 years of related experience. Relevant HR generalist experience working with leaders in a large, corporate environment is preferred. Financial Services experience preferred. Working knowledge of multiple disciplines within HR as well as general business acumen is required.
  • PHR or SHRM-CP certification preferred.
  • Strong client focus with outstanding judgment, critical thinking, and analytical skills.
  • Strong interpersonal, negotiation, verbal and written communication, and presentation and facilitation skills.
  • Excellent problem solving skills to coordinate various HR functions and to respond to changes in the regulatory arena.
  • Ability to interact well with all organizational levels.
  • Ability to handle conflict from varying parties, up to and including senior management
  • Ability to use all Microsoft Office products including Word, Excel, Power Point, and Outlook.
  • Travel throughout footprint required, as needed.

Equal Opportunity/Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.

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