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Regular or Temporary:

Regular

Language Fluency:  English (Required)

Work Shift:

1st shift (United States of America)

Please review the following job description:

The Senior Human Capital Enablement Partner is part of the Human Capital Business Enablement (HCBE) organization. The Senior Human Capital Enablement Partner is a highly experienced individual contributor who influences the organizational strategy and structure, builds a talent pipeline and creates a Purpose-driven culture – using data to guide the work. Role will support Truist's Premier and Small Business Banking lines of business.

***Position has in-office expectations sitting in the following Truist locations: Atlanta, GA, Charlotte, NC & Winston Salem, NC.****

ESSENTIAL DUTIES AND RESPONSIBILITIES
Following is a summary of the essential functions for this job.  Other duties may be performed, both major and minor, which are not mentioned below.  Specific activities may change from time to time.  

1.    Work directly with EL / EL-1 and coach, advise and influence senior leaders through management and/or business leadership coaching.
2.    Identify gaps in current talent plan, programs and tools to develop critical skill and achieve business goals.  Develop and lead the implementation of the holistic talent management strategy.
3.    Provide input into the work activities of the Human Capital Enablement Partner, in partnership with the Manager of the HCBE pool.  
4.    Contribute to the direction of the Human Capital Enablement Partner work activities, in partnership with Chief Human Capital Enablement Officer.
5.    Assess Human Capital implications of business strategy, evaluates alternatives, and recommends best practices and solutions to align business strategies with talent strategies and achieve business results.
6.    Interpret results of analyses provided by HC & Analytics on talent management processes (attrition, movement, engagement survey, compensation patterns), talent needs and risks.  Identify trends/themes and provide recommendations to the business.  Translate data into action and leads implementation of data-supported plans.
7.    Partner with peer disciplines (e.g. Total Rewards, Talent Acquisition, Learning & Development, Teammate Relations, HC & Analytics and DEI) to connect the business with HR Center of Excellence to influence and evolve HR products and services for the business and its teammates. 
8.    Lead and implement organizational change and talent related business action plans through enterprise human capital projects & initiatives (e.g. performance management, annual talent and rewards, succession, DEI, rewards and recognition, teammate engagement).
9.    Identify experiences for which teammates value most and partners with HR COE to influence to bring to life.
10.    Align strategic business objectives with the bank’s risk appetite and risk management capabilities, maintaining an effective control environment
11.    Partner and collaborate with Finance, Risk, Compliance, Legal and Business Enablement teams to drive business strategy

QUALIFICATIONS
Required Qualifications:
The requirements listed below are representative of the knowledge, skill and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1.    Bachelor's degree or equivalent education and related training
2.    8+ years in a HR Business Partner role and/or equivalent strategic HR/business experience  
3.    Experience influencing and driving HR strategy for senior level leaders, linking to business strategy, which lead to driving business outcomes
4.    A combina