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If you are a current FIB employee, please apply through the Career Worklet in the and.nbsp;SUMMARYHands-on strategic business partner role working as an integral member of assigned line(s) of business (LOB), collaborating to maximize all aspects of people performance in order to deliver business objectives. As a member of the client leadership team, the HRBP translates business strategies into people strategies and tactics. Leveraging the breadth of FIB's HR capabilities, the HRBP will partner with HR SME's to design and execute on human capital initiatives, including talent development, recruiting, total rewards, and employee relations. The HRBP plays a critical role in coaching, advising, and influencing the senior leadership of his or her clients to deepen leadership capability, make informed (data-based) business decisions which drive improved business performance, and helping leaders identify, prioritize and build organizational capabilities, structures and processes. The HRBP leads, coordinates and/or implements the best practice application of HR policies and procedures throughout the LOB for which he/she has responsibility, and maintains overall implementation and management of HR policies throughout those lines of business.Be a key driver to implement and sustain more sophisticated workforce planning, i.e., workforce analysis, forecasting needs aligned with FIB's strategic plan, conduct gaps analysis, develop and implement strategic operating plans, etc.Master the technology of the HR systems, and be an advanced user of those systems; especially in the pulling and interpretation of backend analytic data to provide meaningful insights into the business and actionable recommendations.ESSENTIAL DUTIES AND RESPONSIBILITIES include the following; other duties may be assigned.Be the primary HR resource to assigned LOB and own the delivery of HR services into those teams. Using standard HR processes and tools, develop implementation plans that ensure consistent HR disciplines and processes within LOB. Help develop, use and master the HR processes, systems and tools to ensure consistency across the organization.Drive the design and implementation of the workforce and Human Capital planning for the assigned LOB. Provide day-to-day leadership and execution in the assigned LOB in the areas of organizational effectiveness, team development, communication, workforce planning (i.e., statistical/data analysis of supply/demand, gaps, challenges, resources, etc.), performance management (i.e., coaching, counseling, career development, disciplinary actions, etc.), total rewards, management development/coaching, employee engagement, business training (i.e., conduct needs assessments, coordinate resources to meet needs, deliver and/or conduct training, etc.), diversity and organizational interventions as needed.Collaborate with other members of the HR team to implement the HR strategy, including representing LOB's business strategy and expectations, representing HR to the business leaders, and reconciling issues that create conflict between HR and business unit strategy.Function as the HR Project Lead on M.and.amp;A, divestiture, and outsourcing activities that affect assigned LOB, which may include adverse impact analysis, organizational design and structure consulting, leading the HR integration (including post-merger, divestiture, or outsourcing organization structure).Primary HR resource for assigned LOB owning and facilitating compensation processes, e.g., incentive pay, base pay increases, offers for strategic/critical hires, etc. to ensure differentiation for high performance.Identify training and facilitate leadership and functional groups training as required as well as participate in evaluation and monitoring of success of training programs and ensuring training objectives are met.Ser
