Human Resources Business Partner
Byline Bank

As the HR Business Partner for Byline Bank, you will support the business’ leaders of assigned departments. The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a consultant to management on human resources-related issues.

The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions partnering with Byline’s HR leaders and subject matter experts. The HRBP formulates partnerships across the HR function to deliver value-added solutions to management and employees that reflect the business objectives of the organization.

The HRBP maintains an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture and its competition. Byline’s HRBP must have a strong focus on our culture and values, demonstrate a risk and control mindset, and use sound judgement in everything he/she does.

Essential Functions

Partnership & Engagement:

• Advising Byline’s leaders on HR-related issues and partnering across HR functions (Talent Acquisition, , Compensation, Talent Management, and Learning & Development) to deliver the best solution for our employees.
• Be a champion of HR Process change. Analyze processes, data and trends to make recommendations to Executive Leadership team for continuous improvement.
• Implements HR initiatives within business units and supports HR processes for talent management, succession planning, performance management, development, employee engagement and DEI initiatives.
• Consults with line management, providing HR guidance when appropriate.
• Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Partner with the business to understand key employee engagement areas for business units you support. Support the development and implementation of actions plans in support of employee engagement.
• Provides HR policy guidance and interpretation
• Lead Byline’s Employee Relation team, the HRBP will manage and ensure that employee relations issues are resolved and assist (if required) with conducting effective, thorough, and objective investigations.
• Identifies training needs for business units and individual executive coaching needs. Partner with Talent Management and L&D to identify key solutions to meet development needs of business units and individual leaders/managers.
• Participates in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met – partnering with Byline’s L&D team.
• Work with Finance to ensure headcount management and accurate data collection and reporting to support a fact based, metrics driven client base
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal and employee relations, as required.

Talent Management/Recruitment:

• Engage and support the business with succession planning and workforce planning, including the development of leadership talent across the business
• Team with Hiring Managers to identify, develop and retain top talent and create ownership and accountability for Talent strategy and goals
• Meet with hiring managers to review job descriptions, confirm skills required and determine anticipated total compensation for open positions. Partner closely with head of compensation when assessing compensation for roles, incentive structures, and titling to ensure consistency within defined compensation and job framework.[DT1]

Performance Management:

• Run a comprehensive year-end performance management and compensation process, including the annual incentive process, to drive performance and ensure meritocracy with the business areas you support.
• Analyzes trends and metrics in partnership with the Talent team to develop solutions, programs and policies.

Leadership Competencies:

The following leadership competencies are key attributes of a successful HR Business Partner with Byline Bank:

• Know the Business: Take an active role in understanding how the business operates and continuously pursue new knowledge to inform business decisions and maintain functional expertise. Look beyond Byline to keep up-to-date on industry trends and best practices outside of the Banking/Financial industry.
• Think Strategically: See the big picture, make connections and look ahead to future possibilities.
• Champion Change:Embrace change as an opportunity rather than a roadblock and inspire others to do the same. When a decision is made, get on board and bring others along with a positive approach.
• Communicate with Influence: Practice open, honest and clear communication with all team members. Tailor communication style, approach and content based on the situation and audience needs or concerns.
• Be Curious: Continuously seek out new opportunities to learn and grow. Ask questions to dig deeper in order to continually improve upon outcomes.
• Build Trust:Gain the respect, confidence and trust of others by following through on commitments and actively demonstrating the highest standards of honesty, integrity and authenticity.

Required Education and Experience:

• Undergraduate degree in Business or Human Resource Management or equivalent HR or Management experience. Advanced degree preferred
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• Experienced HR leader, with 5+ years of demonstrated performance and ability to provide HR consultation to executives and employees on HR issues. Financial services experience preferred
• Minimum of 5 years’ experience resolving complex employee relations issues.
• Strong consulting, influencing, and negotiation skills
• Demonstrated ability to provide HR consultation to managers and employees on issues regarding staffing, compensation, employee relations, policies and performance
• Strong analytical skills with the ability to assess situations and run comprehensive analysis Demonstrated ability to manage significant change agendas
• Creative thinker and pragmatic problem solver who is able to develop succinct recommendations and implementation plans
• Demonstrated ability to make sound decisions and be creative in developing alternative solutions in a very fast-paced environment
• Excellent communication and interpersonal skills
• Strong project management skills
• Strong multi-tasker; ability to prioritize
• Proven capability to work successfully across a large organization with multiple lines of business
• PHR, SPHR, SHRM-CP or SHRM-SCP Certification a plus!

PHYSICAL DEMANDS/WORK ENVIRONMENT:

Usual office environment with frequent sitting, walking, and standing, and occasional climbing, stooping, kneeling, crouching, crawling, and balancing. Frequent use of eye, hand, and finger coordination enabling the use of office equipment. Oral and auditory capacity enabling interpersonal communication as well as communication through automated devices.

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