Senior HR Business Partner

Function: Serves as a senior strategic partner, helps align business objectives with employees and management within designated business units to achieve their strategic departmental goals. Building upon foundational HR experience, this mid-level position focuses on meeting organization goals. Duties and Responsibilities: 1. Maintains necessary human resource knowledge and demonstrates understanding of Employee Services procedures, Employee Services related programs, and other special initiatives coordinated within and by the Employee Services department. 2. Advises hiring managers on the recruitment process including: Intake strategy for adds to staff and replacement management. Applicant sourcing and social media and spotlight recommendations. Interviewing guidance and best practices. Recruitment procedures and HR resources. HR related documentation of interviews. Performs a variety of duties for the hiring of non-exempt and exempt employees, including the following: Evaluates all employment applications and resumes Seeks candidates from the Applicant Tracking System Conducts interviews of internal and external candidates: Prescreens applicants over through various means Travels to interview applicants at branches and/or offices as necessary Extends offers verbally to candidates Answers various inquiries from internal and external customers on the hiring process; job openings; status of application/resume or employment questions Background investigations: Obtaining Credit Histories as applicable Check Systems FDIC References on occasion Generates and extends job offer letters and assembles new hire material. Generates new hire package to new employee and sends new hire communication to appropriate departments Assists with attending job fairs and gathering appropriate documents for interviews; on-line application, transcripts & resumes 3. Collaborates and advises with line business leaders: To align HR strategies with business objectives, ensuring that decisions support long-term goals. Provide insights and advice on people-related processes Contributes to line of business meetings with HRBP updates Being involved in team meetings to provide guidance (employee concerns, mediating conflicts, and promoting a positive work environment) Serves as a consultant to manager and provides education related to HR topics. Support managers in conducting performance reviews, setting objectives, and identifying development opportunities for team members. Directly involved in conflict resolution, disciplinary actions and performance improvement plans. 4. Conducts employee investigations in conjunction with Financial Intelligence Group and other lines of business, as needed. 5. Leads employee separation discussions, both involuntary and voluntary. Conducts exit interviews and provides feedback as necessary LOB management. Ensures the collection of S&T bank property 6. Identifies skills gaps and develops strategies to build future talent pipelines ensuring future workforce readiness and organization growth within the line of business. 7. Assists with the development of procedures by aligning human resource knowledge and banking institutional knowledge by fostering relationships with organizational leaders/ managers. 8. Provides career guidance, development opportunities to empower our employees, enhance skill build and support long term career growth within our organization. 9. Demonstrates a strategic understanding of HR concepts and laws, ensuring compliance and aligning HR practices with organizational goals and legal requirements. 10.Develops and enforces HR policies and procedures tha