TIAA Senior Director, HR Business Partner in Charlotte, North Carolina
HR Business Partner
The HR Business Partner job oversees a specialized type of HR work focused on HR consulting to the business. While managing large projects or processes with minimal oversight, this job consults with senior business leaders to solve significant people and cultural issues, oversees the talent aspects of organization structure changes and communicates the business value of HR initiatives. This job is considered a subject matter expert in the Human Resources field.
Key Responsibilities and Duties
Acts as a HR solutions partner to business and functional leaders delivering consistent advice and coaching to support and enable local business strategy.
Liaises with functional or operational managers to implement local human resources programs that are appropriate for their business needs, consistent with the organization's overall human resources strategy.
Partners with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.).
Guides managers on employee relations and performance management issues, actively participating in and leading meetings as required.
Implements rewards program coordination and/or administration and HR related training.
Makes input to relocation services (domestic and international) and immigration services.
Manages timely investigations, prepares documentation and makes appropriate recommendations for complex human resources issues to ensure human resources management is conducted effectively.
- University (Degree) Preferred
8+ years Required
10+ years Preferred
- Physical Requirements: Sedentary Work
This strategic leader will serve as the Human Resources Partner to the newly reorganized In-Plan Advice & Education organization within TIAA Client Relationships, to deliver strategic people solutions to the business.
Serve as trusted advisor to the executive and management team by developing and implementing overall HR strategy that reflects the business plans, and incorporates understanding of important industry and workforce trends to ensure readiness of the current and future workforce.
Translate human capital strategy into action plans specific to business area(s) and drive execution to outcomes, working with key partners across the organization
Participate and lead in business planning and headcount management; champion a culture of continuous improvement, ensure that the appropriate talent structure, engagement model, performance management and recognition systems are applied to support business objectives.
- 8+ years of human resources experience
Experience supporting teams within Financial Services
5+ years of Human Resources Business Partner (HRBP) experience
10+ years of human resources experience
Bachelors’ or Master’s Degree in Human Resource related content
MS Office Suite, PowerPoint and Excel advanced
Ability to develop and execute against strategy to support business objectives (taking into account internal and external business & market trends)
Professional experience as an HR strategic advisor, trusted partner, and change agent; ability to apply analytical thinking, HR consulting skills, and contracting and influencing skills to contribute to the organization’s success
Advanced Talent Mgmt. knowledge and skills, with an understanding of how organizational structure and processes support the strategic business objectives
Strong understanding of human capital data
Understands the appropriate partners within and external to human resources to support human capital plan
Solid knowledge of the HR discipline and leadership principles
Good knowledge of human capital management issues and their effect on business operations
Experience in workforce planning, communications, change management, and organizational design/effectiveness approach
Base Pay Range: $132,600/yr. - $221,000/yr.
Actual base salary may vary based upon, but not limited to, relevant experience, time in role, base salary of internal peers, prior performance, business sector, and geographic location. In addition to base salary, the competitive compensation package may include, depending on the role, participation in an incentive program linked to performance (for example, annual discretionary incentive programs, non-annual sales incentive plans, or other non-annual incentive plans).
TIAA is the leading provider of financial services in the academic, research, medical, cultural and government fields. We offer a wide range of financial solutions, including investing, banking, advice and education, and retirement services.
Benefits and Total Rewards
The organization is committed to making financial well-being possible for its clients, and is equally committed to the well-being of our associates. That’s why we offer a comprehensive Total Rewards package designed to make a positive difference in the lives of our associates and their loved ones. Our benefits include a superior retirement program and highly competitive health, wellness and work life offerings that can help you achieve and maintain your best possible physical, emotional and financial well-being. To learn more about your benefits, please review our Benefits Summary (https://www.tiaa.org/public/pdf/benefits-at-a-glance.pdf) .
We are an Equal Opportunity/Affirmative Action Employer. We consider all qualified applicants for employment regardless of age, race, color, national origin, sex, religion, veteran status, disability, sexual orientation, gender identity, or any other protected status.
Read more about the Equal Opportunity Law here (https://www.dol.gov/general/topics/posters) .
TIAA offers support for those who need assistance with our online application process to provide an equal employment opportunity to all job seekers, including individuals with disabilities.
If you are a U.S. applicant and desire a reasonable accommodation to complete a job application please use one of the below options to contact our accessibility support team:
Phone: (800) 842-2755
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TIAA started out over 100 years ago to help ensure teachers could retire with dignity. Today, many people who work at not-for-profits rely on our wide range of financial products and services to support and strengthen their financial well-being.