HR Business Partner

What does the HR Business Partner at CNB do?

At CNB, our team-oriented culture is second to none. What truly sets CNB apart from other financial institutions is the quality and commitment of our employees. The HR Business Partner (HRBP) is responsible for working with assigned Line of Business Leaders and HR Management to execute human capital strategies and provide day-to-day advice on employee matters. This position works to align business objectives with employees and management in designated business units. Ability to understand and leverage a broad range of HR and organizational knowledge for action planning, issue prevention, and strategic initiative implementation.

The HRBP is a combination of relationship support services along with hands-on administration and is expected to provide a high level of customer service. This role is expected to be responsive and proactive in communication with its assigned business units. The HRBP is expected to drive several strategic initiatives that have a “people focus” within the business, some of which may be unique to specific individuals within the role.

At CNB, our commitment to our employees has been a part of our culture for more than a century and is woven into the very fabric of everything we do. Our employees are integral to our mission to remain an independent, profitable financial services company that excels at earning the loyalty of the constituents we serve – the Greater Rochester community. Come be a part of an amazing team!

What does a successful first year in this position look like?

• Cultivate and sustain key relationships with Managers and Supervisors to be in a position to proactively identify human resource
implications and elevate or influence accordingly.
• Maintains awareness of the culture and strategic plans/initiatives for assigned Line(s) of Business.
• Oversees the recruitment and onboarding process in collaboration with the HR team and Line(s) of Business.
o Identifying the hiring needs
o Preparing the job descriptions
o Devising a recruitment strategy
o Screening and shortlisting candidates
o Conducting Interviews and evaluating/extending offers
o Communicate new employee resource needs to the appropriate department

• Mediate and resolve employee relations issues including discipline; conduct thorough and objective investigations, when necessary,
under the supervision of the CHRO and/or Manager of Talent and Development.
• Assist with the annual performance review process by training managers on guidelines, answering performance questions, making
sure that reviews are submitted timely, and coaching assigned Line of Businesses on the process.
• Participate in compensation administration process, including research of external market data and collaboration with directors and
managers to determine salaries and bonuses for business services employees; participate in benchmarking analysis and
compensation surveys.
• Supports the Chief Human Resources Officer (CHRO), Manager of Talent and Development, and Benefits Manager alongside other
HRBPs to support various duties, such as: Corporate Culture Survey, 360 Administration, Management Development Trainee
Programs, Predictive Index Coaching, and Counseling Sessions.
• Assist with termination meetings, exit interviews, and manages the communication of feedback to the appropriate managers.
• Assists Line(s) of Business with identifying training needs and coordinates with the Learning and Development team.

What competencies are needed to be successful in this role?

• A B.S. or B.A. degree in Business, Psychology or related field normally required; specialized human resource management
education/training desired. Equivalent work experience will be considered.
• A minimum of five (5) years related experience in human resources, professional development and training, and employee relations
normally required.
• Working knowledge of applicable Federal, State, and local laws and regulations related to the Human Resources function.
• Demonstrated ability to provide day-to-day performance management guidance to management including coaching, counseling,
career development and disciplinary actions.
• Ability to provide input on workforce and succession planning as well as restructuring, as needed.
• Prior experience in all stages of recruitment and the ability to manage a high volume of openings required.

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