M&T Bank
Financial Services
HumanResourcesBusinessPartner(HRBP)Technology
“Human Resources Business Partner (HRBP)- Technology at M&T Bank. Skills: Talent management, Employee relations, Organizational development, Human Resources. Serve as primary advisor to senior leadership. Act as liaison to Centers of Excellence”
What You'll Achieve.
Increase retention; Meet business hiring objectives; Meet business hiring requirements; Advance business plans
Industry & Context.
Problem solving skills; Analytical abilities; Judgment
Travel throughout assigned territory
What They're Looking For.
Must Have
Bachelor's degree or 4 years relevant experience, 5+ years applicable Human Resources experience, Solid knowledge of MS Office, Thorough knowledge of applicable laws and regulations, Highly literate in Human Resources procedures
Nice to Have
Masters and PHR/SPHR preferred, Specific business line experience preferred, Talent Management certifications, Myers Briggs (to be obtained within 6 months), Strong leadership skills, Strong interpersonal skills, Strong facilitation skills, Excellent verbal communication skills, Excellent written communication skills, Excellent presentation communication skills, Excellent problem solving skills, Sound analytical abilities, Sound judgment, Ability to interact with all levels of personnel, Ability to collaborate with all levels of personnel, Tact and diplomacy, Negotiating skills, Ability to handle conflict, Organizational skills, Resource management skills, Preparation and delivery of annual performance appraisal
What You'll Do.
Serve as primary advisor to senior leadership
Act as liaison to Centers of Excellence
Provide expert consultation in organizational effectiveness
Oversee HR support requirements
Facilitate Middle Management Talent Review
Identify high potentials
Advise on development of high potentials
Provide succession management tools
Coach on succession management
Facilitate succession management
Provide feedback on succession management
Diagnose current and future talent needs
Analyze current and future talent needs
Develop workforce planning tools
Develop forecasts for talent needs
Develop attraction strategies
Develop retention strategies
Ensure right people in right positions
Facilitate organizational change
Advise on organizational structure
Follow through on restructuring efforts
Implement senior manager on-boarding
Facilitate Employee Engagement survey results
Co-develop engagement initiatives
Drive engagement initiatives
Facilitate impact planning sessions
Consult on impact planning sessions
Participate in impact planning sessions
Leverage turnover data
Develop action plans to increase retention
Forecast college program participants
Manage career development of individuals
Collaborate with Campus Talent Acquisition
Assist in determining future business needs
Drive annual merit processes
Drive annual planning processes
Provide counsel on compensation recommendations
Advise on compensation as talent tool
Advise on benefits as talent tool
Manage compensation concerns
Manage compensation issues
Collaborate on senior level employee relations issues
Cooperate on strategy to resolve employee relations issues
Assist in employee relations investigations
Serve as liaison between employee relations parties
Apprise senior leadership of proceedings
Ensure hand-off for mid and lower level employee
Advise corporate policy makers on local policy requirements
Advise business line partners on policy interpretation
Communicate interpretation questions to Employee Relations Center of
Partner on staffing plan
Analyze talent needs for staffing
Ensure business hiring objectives are met
Ensure business hiring requirements are met
Monitor recruiting action status
Facilitate reporting on recruiting action status
Manage recruiting administration
Execute on-boarding process
Assess senior manager training needs
Identify senior manager training needs
Identify senior manager training solutions
Coordinate post training integration activities
Coordinate training effectiveness measures
Coordinate with Corporate Training Center of Excellence
Support unique business training needs
Understand and adhere to risk and regulatory standards
Identify risk-related issues needing escalation
Promote an environment that supports belonging
Reflect the M&T Bank brand
Maintain M&T internal control standards
Complete other related duties as assigned
Provide managers with proactive advice
Provide managers with real-time counsel
Address performance management issues
Address compensation issues
Address training issues
Address sourcing and recruiting issues
Address employee relations issues
Address development issues
Participate in management meetings
Participate in staff meetings
Develop strategic human resources initiatives
Establish goals to meet business initiatives
Execute business-driven people strategies
Execute business-driven people processes
Execute business-driven people policies
Develop complex HR issues
Deploy complex HR issues
Manage complex HR issues
Implement action plans
Champion action plans
Advance short-term business plans
Advance long-term business plans
Build relationships with business line leaders
Build relationships with human resources partners
Predict business conditions
Diagnose business conditions
Deliver creative proactive solutions
Build trust with managers
Build trust with employees
Influence individuals
How You'll Work.
Team & Collaboration
Liaison to Centers of Excellence; Partner with business line leadership; Collaborate with business line leadership; Collaborate with Compensation Center of Excellence; Collaborate with Employee Relations Center of Excellence; Collaborate with Talent Acquisition Center of Excellence; Collaborate with Campus Talent Acquisition; Collaborate with Corporate Training Center of Excellence; Build relationships with HR partners
Communication Scope
Presentation skills; Verbal communication; Written communication
Process & Methodology
Organizational change, Restructuring efforts, Impact planning
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