Retail Human Resources Business Partner

Make banking a Fifth Third better® We connect great people to great opportunities. Are you ready to take the next step? Discover a career in banking at Fifth Third Bank. GENERAL FUNCTION: HR BP works closely with the Senior HR Business Partner, other Business Partners, assigned managers and HR Centers of Excellence ("COEs") on HR initiatives. This role supports the Senior HRBP and managers within the assigned business unit (i.e., affiliate, line of business or division) to execute the business unit's HR strategies. An HR Business Partner in an affiliate may support a Line of Business across a Region. Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined. Accountable for always doing the right thing for customers and colleagues, and ensures that actions and behaviors drive a positive customer experience. While operating within the Bank’s risk appetite, achieves results by consistently identifying, assessing, managing, monitoring, and reporting risks of all types. ESSENTIAL DUTIES AND RESPONSIBILITIES: Strategic Planning. Support the execution of business unit strategies and plans. Implement HR strategies and solutions that support the short- and long-term business objectives. Consulting. Establish effective relationships with assigned business unit managers. Follow a disciplined consulting process (diagnose, validate, contract, source, deliver and evaluate) to address business issues. Collaborate with key internal partners (e.g., HR COEs, Finance) to achieve business objectives. Coaching (Trusted Advisor). Provide advice and counsel to business unit managers regarding their behaviors, skills, and competencies, including individual and team development, business decision-making, problem-solving, and general leadership practices. Drive managers' ownership for managing and developing their own people (e.g., individual development plans, performance management, corrective counseling, succession and talent management, and pay-for-performance). Drive manager accountability for employee engagement for the business unit, including development and execution of the impact plans. Organization Design/Development. Work proactively with business unit managers to understand and influence current and future states. Support organization change interventions (including structure, strategies and other ODP programs) to facilitate transition to future state. Change Management. Support managers in executing change within their business units (e.g., acquisitions, de novo growth, restructuring, etc.) by using a consistent Bancorp Change Management strategy. Support the integration in a merger or acquisition, partnering across affiliates, lines of business and Bancorp HR functions.

Responsible for providing employees timely, candid and constructive feedback; developing employees to their full potential and providing challenging opportunities that enhance employee career growth; developing the appropriate talent pool to ensure adequate bench strength and succession planning; recognizing and rewarding employees for accomplishments. Primary stakeholders include senior HR Business Partners, managers within assigned business unit or region, HR Centers of Excellence and HR Business Partners. MINIMUM KNOWLEDGE, SKILLS AND ABILITIES REQUIRED: Bachelor's degree in HR or related field (or equivalent working experience) required. PHR certification preferred. A minimum of 3 years of progressive Human Resources or related business experience. Relevant HR generalist experience working in a large, corporate environment is preferred. Financial Services experience preferred. Exposure to multiple disciplines within HR as well as general business acumen is preferred. Experience operating in an environment that stresses both individual accountability and team-based performance is critical. A sense of urgency and a continual