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.

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 senior 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 functions independently as an individual contributor under minimal supervision and is responsible for one or more complex business groups.

Primary Responsibilities

• Business Acumen – Has strong business acumen and knowledge of the business’s financial position, plans, culture, and competition. The HRBP drives 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 influence decision-making on business issues impacting performance of both the business unit and the entire organization.
• Change Leadership – Independently 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 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 – Proactively scans 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.
• Acts as a key advisor on significant business decisions and plays a critical role in the strategic planning process

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

This position is incentive eligible.

Requirements

• Bachelor’s degree
• Ten (10) years of progressive experience in HR or closely related experience within a business unit
• Demonstrated understanding of HRBP practices including organization design, talent strategy, performance management, change management and executive relationship building
• Broad 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.)
• Master's 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 with impact in order to influence key stakeholders to take a desired action
• Ability to manage a complex set of stakeholders
• Ability to take an independent position in the face of opposition
• Flexibility – able to adapt to changing circumstances and can 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 coaching, consulting and facilitation skills
• Strong collaboration skills both within a team and across teams to leverage strengths and experiences to create the best outcome

Strong preference for Corporate, Wholesale, and/or Commercial Banking experience

*Depending on candidate, this role may be hired at a higher level

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:

$127,141.30 USD

50th Percentile:

$178,180.00 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.Opportunity to participate in the Long Term Incentive Plan.

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.