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Requisition ID: 195173

Salary Range: 110,700.00 - 211,800.00 

Please note that the Salary Range shown is a guideline only. Salary offered may vary based on factors, including, but not limited to, the successful candidate’s relevant knowledge, skills, and experience.

Join a purpose driven winning team, committed to results, in an inclusive and high-performing culture.

Title: Senior Manager – HR Business Partner – New York, NY 

Global Banking and Markets 

Global Banking and Markets (GBM) is a leading Canadian Capital Markets and Investment Banking business with a growing platform in the US and Latin America, operating globally for over 100 years. Scotiabank’s strong U.S. presence provides our clients an important bridge to this key global market for trade and investment flows across the Americas and the world. 

Global Banking & Markets provides a full range of investment banking, credit and risk management products and services relevant to the financing and strategic development needs of our clients. Our products include debt and equity financing, mergers & acquisitions, corporate banking, institutional equity sales, trading and research, fixed income products, derivatives, energy, foreign exchange and precious & metals. We also cross-sell the full range of wholesale products and services offered by the Scotiabank Group. 

Be part of an innovative, Global Capital Markets and Investment Banking business with a unique geographic footprint that puts capital to work for our clients across industries! We work together to drive ambition for every future! 

Purpose: Contributes to the overall success of the U.S HR Department in NY, USA, ensuring specific individual goals, plans, initiatives are executed / delivered in support of the team’s business strategies and objectives. Ensures all activities conducted are in compliance with governing regulations, internal policies and procedures.

The Senior Manager HRBP contributes to the U.S HR Department success by identifying, recommending and implementing client-specific HR solutions that are aligned with business strategies; partnering with HR both locally and globally to ensure HR programs and policies are aligned with Stakeholders’ strategies and are successfully implemented. 

The Senior Manager HRBP is accountable for building and maintaining strong relationships with the business groups they support. Partnering with Global and Local HR teams. The HRBP Senior Manager will leverage their knowledge and best practices to provide guidance and counsel to Leaders and Management teams, supporting the building and maintenance of a skilled and motivated workforce capable of and, committed to, delivering their business strategy. 

With minimal guidance and coaching from the Director & Co Head, Human Resources U.S., the HRBP Senior Manager acts as an advisor to Senior Management teams within their assigned portfolio by providing advice and guidance on sensitive and often complex HR issues, given the diverse and global nature of the Stakeholder groups, in the areas of compensation, performance management, learning & development, recruitment, job evaluation, global mobility, change management and employee issue resolution.

What You’ll Do 

  • Champions a customer focused culture to deepen client relationships and leverage broader Bank relationships, systems and knowledge.

Relationship Management: 

  • Building and maintaining relationships with assigned Stakeholders up to and including the SVP & Global Head level, gaining a solid understanding of their business strategies, goals and objectives in order to respond to their short- and long-term needs.
  • Working with the local HR Co Head’s & Global Head Leads to determine the major HR implications of the Stakeholders’ strategies and identifying, developing and implementing HR recommendations and solutions to support those strategies and Scotiabank’s goals and objectives.
  • Acting as the ‘central point of contact’ between the local business lines and Global & Local HR teams, including other partner groups in the bank, working with the appropriate matrix reporting relationships to ensure that HR programs and initiatives are planned, coordinated and successfully implemented in a consistent manner across the global audience.
  • Collaborating with Global HRBP’s to ensure regional alignment to the global strategies and priorities.

Strategic Advisory

  • Partnering with Senior Leadership teams and the local Director & Co Head of HR, when required, to develop and deliver client specific initiatives related to recruitment, leadership resource planning, learning & development, retention & employee engagement.
  • Partnering with the local Director & Co Head of HR and Senior Management teams to implement change initiatives by providing support with organization design and job evaluation; determining HR implications; developing people strategies and guidelines to support the change; and developing the communication strategy and plan. Providing advice and counsel to Stakeholders’ to ensure internal job equity though Job Evaluation (JE); managing the evaluation process including slotting jobs up to Level 8 and coordinating submissions, on behalf of the Stakeholder, for presentation to the Job Evaluation Committees for jobs level 9+ or benchmark jobs; maintaining open dialogue with the Stakeholder and the JE Corporate team throughout the process to ensure appropriate information is gathered and presented for a successful outcome.
  • Partnering with client group to ensure smooth execution of the delivery/implementation of new global HR programs, policies and initiatives; supporting the client group with annual programs such as year-end compensation planning and issue resolution; and monitoring existing Bank programs and processes to ensure they continue to meet Stakeholders’ current and future needs. 
  • Partnering with the local Director & Co Head of HR and Global HR Leadership team to identify, champion and implement learning solutions to close gaps and/or enhance performance, employee engagement or implement change, including the creation and ongoing sustainment of a robust intern program for the United States.
  • Analyzing and interpreting a wide range of information and metrics to drive decisions and solutions for issues around compensation, employee engagement and diversity and inclusion and prepare or provide input to presentations and reports of observations and recommendations based on findings.

COE Engagement & Partnership: 

  • In partnership with Talent Acquisition, developing staffing strategies and programs to identify talent internally and externally, in line with global, divisional and regional employment strategies, programs and policies
  • In partnership with total rewards, managing the internal process of compensation negotiations for new hires, liaising with local and matrix business line mangers, ensuring compliance with local regulatory requirements relative to the structuring of compensation packages. Liaising with Total Rewards to assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets. 
  • In consultation with Employee Relations (and legal when required) managing the sound administration of the Performance Management, Performance Enhancement and Performance Improvement issues ensuring the fair and equitable application of it.
  • Supporting client group management teams with advice and counsel on initiatives to ensure that the Performance Management process is effectively understood and practiced locally. 
  • Monitoring and adhering to all labor practices and policies to ensure equitable treatment for all employees within the legal and social framework of the area. 
  • Proving advice and counsel to business leaders in resolving difficult staff relations or interpretation of policies, workings in collaboration with appropriate internal partners and external legal counsel as required. 
  • In partnership with Employee Relations, reviewing all cases regarding recommendations to terminate employees as a result of irregular practices or other serious breaches of the Bank’s Guidelines for Business Conduct. 
  • Participating in, and contributing to, discussions and meetings involving employees’ involuntary separation from the Bank. This involves structuring any settlements and making appropriate recommendations. Writing business rationale for all bank exits. 
  • Managing the collaborative development of appropriate policies and programs for effective management of our human resources. Included in this area but not limited only to the following would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
  • Conduct inquiries when needed to clarify any aspects of a labor relations issue

HR Leadership 

  • Creating an environment conducive to individual development, productivity and achievement, ensuring open lines of communication. 
  • Leading or participating in cross-functional HR working groups and providing input on the design and implementation of all-bank HR programs, policies and procedures to ensure programs meet Stakeholder needs.
  • Maintaining an awareness of emerging trends and HR best practices and liaise with HR peers, both within and outside of Scotiabank to ensure policies, programs and procedures stay current and market competitive, maintaining a high level of customer focus. 
  • Understand how the Bank’s risk appetite and risk culture should be considered in day-to-day activities and decisions.
  • Actively pursues effective and efficient operations of his/her respective areas in accordance with Scotiabank’s Values, its Code of Conduct and the Global Sales Principles, while ensuring the adequacy, adherence to and effectiveness of day-to-day business controls to meet obligations with respect to operational, compliance, AML/ATF/sanctions and conduct risk. 
  • Champions a high performance environment and contributes to an inclusive work environment. 

What You’ll Bring 

  • Professional HR Designation or equivalent work experience 
  • Undergraduate degree, preferably with a focus on business/human resources or equivalent work experience 
  • Preferred: Experience in financial services or wholesale banking, 2-3 years at a managerial level
  • Required: Strong understanding of U.S Employee law and regulations 

Interested? 

At Scotiabank, every employee is empowered to reach their fullest potential, respected for who they are and, embraced for their differences. That’s why we work to grow and diversify talent and engage employees in a performance-oriented culture. 

What's in it for you? 

Scotiabank wants you to be able to bring your best self to work – and life, every day. With a focus on holistic well-being, our many flexible benefit programs are designed to help support your unique family, financial, physical, mental, and social health needs. 

Location(s): United States : New York : New York City

Scotiabank is a leading bank in the Americas. Guided by our purpose: "for every future", we help our customers, their families and their communities achieve success through a broad range of advice, products and services, including personal and commercial banking, wealth management and private banking, corporate and investment banking, and capital markets. 

At Scotiabank, we value the unique skills and experiences each individual brings to the Bank, and are committed to creating and maintaining an inclusive and accessible environment for everyone. If you require accommodation (including, but not limited to, an accessible interview site, alternate format documents, ASL Interpreter, or Assistive Technology) during the recruitment and selection process, please let our Recruitment team know. If you require technical assistance, please click here. Candidates must apply directly online to be considered for this role. We thank all applicants for their interest in a career at Scotiabank; however, only those candidates who are selected for an interview will be contacted.

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Confirmed 17 hours ago. Posted 14 days ago.

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