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Businesses Supported:Treasury Management/Commercial Payments/Newline

GENERAL FUNCTION:

HR Business Partner works closely with the management team, HR Centers of Excellence ("COEs") and BPs on HR initiatives. This role engages with managers within the assigned business unit (i.e., affiliate, line of business or division) to understand the implications of the business initiatives and execute the business unit's HR strategies. An HR Business Partner in an affiliate may support a Line of Business across a Region. The HR Business Partner III typically has responsibility for approximately 250-1000 employees in a complex organization.

Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined. Accountable for always doing the right thing for customers and colleagues, and ensures that actions and behaviors drive a positive customer experience. While operating within the Bank's risk appetite, achieves results by consistently identifying, assessing, managing, monitoring, and reporting risks of all types.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Support the development of business unit strategies and plans.
• Implement HR strategies and solutions that support the short- and long-term business objectives.
• Establish effective relationships with the business unit management team.
• Follow a disciplined consulting process (diagnose, validate, contract, source, deliver and evaluate) to address business issues.
• Collaborate with key internal partners (e.g., HR COEs, Finance) to achieve business objectives.
• Provide advice and counsel to business unit managers regarding their behaviors, skills, and competencies, including individual and team development, business decision-making, problem-solving, and general leadership practices.
• Drive management's ownership for managing and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management, and pay-for-performance).
• Drive manager accountability for employee engagement for the business unit, including development and execution of the impact plans.
• Work proactively with business unit managers to understand and influence current and future states.
• Support organization change interventions (including structure, strategies and other ODP programs) to facilitate transition to future state.
• Effectively prepare managers to execute change within their business units (e.g., acquisitions, de novo growth, restructuring, etc.) by using a consistent Bancorp Change Management strategy.
• Support the integration in a merger or acquisition, partnering across affiliates, lines of business and Bancorp HR functions.

SUPERVISORY RESPONSIBILITIES:

Responsible for providing employees timely, candid and constructive feedback; developing employees to their full potential and providing challenging opportunities that enhance employee career growth; developing the appropriate talent pool to ensure adequate bench strength and succession planning; recognizing and rewarding employees for accomplishments. Primary Stakeholders include managers within assigned business unit or region, HR Centers of Excellence and HR Business Partners.

MINIMUM KNOWLEDGE, SKILLS AND ABILITIES REQUIRED:

• Bachelor's degree in HR or related field (or equivalent working experience) required. Master's degree and PHR certification preferred.
• A minimum of 5 years of progressive business leadership experience. Relevant HR generalist experience working with senior 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.
• Experience operating in an environment that stresses both individual accountability and team-based performance is critical.
• A sense of urgency and a continual drive for results coupled with an ability to partner effectively with management are key success factors. The ability to be highly effective in a team-oriented environment and to build relationships based on added value, not title or authority is crucial.
• Previous experience should include successfully introducing and implementing processes, best practices and operational change initiatives. Incumbent must have a proven record of successfully collaborating with and influencing management and peers to support growth and financial results.
• Interpersonal, negotiation, verbal and written communication, and presentation skills.
• Problem solving and analytical skills.
• Ability to interact well with all organizational levels.
• Computer/Technical: Ability to use all Microsoft Office software, including: Word, Excel, Power Point, and Access Database.

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Fifth Third Bank, National Association is proud to have an engaged and inclusive culture and to promote and ensure equal employment opportunity in all employment decisions regardless of race, color, gender, national origin, religion, age, disability, sexual orientation, gender identity, military status, veteran status or any other legally protected status.