Head of HR | US Bank I Hybrid onsite in Stamford, CT

Responsibilities of the Head of HR include:

1. Strategy

• Work with Group Head of HR to map out the people strategy for the Bank, with a focus on Building and Running the Bank over a phased approach
• Plan and delivering business related projects
• Working with the Group team, to co-ordinate, and management of the people agenda

2. Operational

• Work with all the functional leaders both at Group and functional level to build out the people operating model for the Bank
• Set up all people related procedures for the Bank, ensure they meet local employment laws, regulatory requirements and are kept relevant. Examples include:
  • Contracts of employment
  • Policies and procedures
  • Employee benefits
  • Recruitment
  • Training and development
  • Performance management
• Review best practice operations in the Bank sector and endeavor to bring Banks in line
• Deliver effective regulatory change where appropriate across the US Bank
• Produce, report and present monthly at Bank Exco and other meetings as applicable
• Partner with managers to drive effectiveness through effective employee relations, performance management and training and development

3. Payroll, Benefits and Reporting

• Initiate and set up all the operational aspect relating to the set up and management of all aspects of the payroll and employee benefits to include relevant reporting to authorities as required
• Management and administration of the payroll and benefits on a day-to-day basis
• Contribute to the monthly reporting pack by providing a monthly HR report covering all HR statistics
• Annual salary review and implementation administration
• Annual discretionary bonus scheme review and implementation

4. Recruitment:

• Develop and implement the resourcing requirements to enable effective set up and running the bank, using a phased and staged approach in line with the application process
• Understand the recruitment market and develop plans to provide recruitment solutions that meet our objective for both Build and Run the Bank
• Writing and reviewing job descriptions
• Promoting and implementing scientific and cost-effective recruitment practices
• Writing relevant CBI questions in line with the role competencies
• Conducting and coaching managers on recruitment/interview skills and the use of the ATS system
• Involvement with recruitment practices in conjunction with talent acquisition manager
• Understand the recruitment market and develop plans to provide recruitment solutions
• Works with Line managers to produce robust succession plans, ensuring we have the right people and structures in place

5. Stakeholder Management:

• Partner with stakeholders to drive organizational effectiveness, talent management and workforce planning as applicable and in partnership with other HR members
• Provide guidance and support to managers and colleagues on HR related matters, including policies and procedures

MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.