PXT (HR) Business Partner

At Customers Bank, we believe in working hard, working smart, working together to deliver memorable customer experiences and having fun. Our vision, mission, and values guide us along our path to achieve excellence. Passion, attitude, creativity, integrity, alignment, and execution are cornerstones of our behaviors. They define who we are as an organization and as individuals. Everyone is encouraged to have personal development plans. By doing so, our team members are on their way to achieve their highest potential and be successful in their personal and professional lives.

Salary range:  An annual salary range of $140,000 - $160,000 is what we expect to pay for this position, based on overall skills and experience.

Must be legally eligible to work in the United States without sponsorship, now or in the future, to be considered.

Who is Customers Bank?

Founded in 2009, Customers Bank is a super-community bank with over $22 billion in assets. We believe in dedicated personal service for the businesses, professionals, individuals, and families we work with.

We get you further, faster. 

Focused on you:  We provide every customer with a single point of contact. A dedicated team member who’s committed to meeting your needs today and tomorrow.

On the leading edge:  We’re innovating with the latest tools and technology so we can react to market conditions quicker and help you get ahead.

Proven reliability:  We always ground our innovation in our deep experience and strong financial foundation, so we’re a partner you can trust.

What you'll do:

Key Responsibilities:

We are seeking an experienced and strategic Human Resources (PXT) Business Partner to join our team. In this role, you will play a pivotal part in delivering on the strategic human capital business partner mindset. Your primary focus will be to provide Business Partner support to select client groups, operating as a trusted advisor and executing on core HR lifecycle deliverables (ie – Goal Setting, Talent Management & Development, Employee Relations, Succession Planning & Compensation). We are looking for someone who is proactive, has self-starter mindset and is capable of diving in and taking initiative to execute independently.

Responsibilities:

1. Strategic Partnership:

• Develop a deep understanding of the business to provide thought partnership to managers on human capital needs, HR policies, performance management, and fostering a culture of continuous growth and development.
• Act as a trusted advisor to leadership teams and partner with them to build leadership capabilities across their teams.
• Advise management on complex employee relations issues and recommend appropriate courses of action.
• Lead strategic workforce planning initiatives by analyzing talent, identifying skill gaps, and aligning staffing plans with business objectives.

2. Engagement:

• Develop and tailor engagement strategies that align with business needs, company values and organizational goals.
• Maintain a pulse on the morale and challenges of employees within assigned client groups.
• Be a thought leader on recognition and reward programs aimed at driving positive cultural change within the organization

3. Thought Leadership and Guidance:

• Provide a synthesized overview of human capital issues/trends and offer thought partnership on optimal ways to address them.
• Serve as a resource for employees seeking guidance or assistance on workplace concerns and fostering a culture of respect and accountability
• Create and deliver training to assist and coach managers on performance management, talent development and employee relations topics

4. Project and Change Management

• Lead and manage cross-functional HR projects, ensuring timely delivery, clear stakeholder communication, and alignment with strategic business objectives.
• Drive change management initiatives by developing and executing communication, training, and support strategies that enable successful adoption of organizational changes.

5. Workforce Planning and Analysis:

• Partner with department leaders to optimize organizational design, drive headcount efficiency, and support restructuring or transformation efforts.
• Analyze trends and metrics, collaborate with HR functional experts to identify problems, develop solutions, make recommendations, and drive change.

What do you need?

• 5-10 years of relevant Human Business Partner or Employment Law experience in a team-oriented, high-intensity, and dynamic