Human Resources Business Partner Director - Commercial, Wealth and Institutional Services

Wilmington Trust • New York, NY

6h

About The Position

Overview: The HR Business Partner (HRBP) Director is senior strategic advisor to executive leadership, accountable for aligning people strategy to business objectives and delivering enterprise‑level talent outcomes: right talent, in the right roles, with the right skills—now and for the future. Success in the role will be accomplished by effectively leading a team of HRBPs, across multiple business lines/geographies, and partnering with HR COEs to drive workforce planning, succession, capability building, performance, and organizational effectiveness that translate into measurable business results. Key Responsibilities: Serve as a strategic advisor and coach to executive leaders on human capital strategy, people management, and career development to advance organizational priorities and strengthen overall business performance. Translate business strategies into integrated human capital plans (workforce planning, talent, and performance), and lead the design, development, and execution of those plans across assigned business lines. Lead and develop a high performing HRBP team; set the vision, standards, and operating rhythm (planning cadence, portfolio management, stakeholder engagement). Unify HR Services and COEs to co create scalable solutions; remove duplication, clarify handoffs, and improve service levels. Oversee and ensure execution of people programs and processes (Employee Engagement, Talent Calibration/Review, Performance Management, and Compensation Cycle) and offer an enterprise‑wide view of insights, outcomes, and recommendations to senior leadership. Utilize Talent data (e.g., Workday, analytics dashboards) to share concise insights and decisions—predict talent risk, quantify skills gaps, track talent movement, and tie to business KPIs. Lead change strategies (stakeholder mapping, communications, adoption, governance) for large transformations; oversee critical workstreams and outcomes. Coach leaders through change with clear, timely, and transparent communication and engagement strategies. Assess organizational development needs and partner with HR COEs to address capability gaps and build critical skills for current and future needs. Provide organizational design expertise, working with the business lines to ensure the achievement of business goals and financial targets in collaboration with other key stakeholders (Finance, HR COEs, etc.) Leverage strong HR and business acumen to forecast risks/opportunities and to shape solutions that strengthen competitive advantages in the market. Exercise managerial authority for staffing, performance appraisals, promotions, compensation recommendations, performance management, and terminations. Promote an environment that supports engagement and belonging and reflects the M&T Bank brand; maintain internal control standards, including timely implementation of audit and regulatory findings, as applicable. In collaboration with the business, develop strategic workforce plans, including activities needed to ensure workforce designs and capabilities meet current and future organizational goals. Understand and adhere to the Company’s risk and regulatory standards, policies, and controls following the Company’s Risk Appetite. Identify risk-related issues needing escalation to management. Promote an environment that supports engagement and belonging and reflects the M&T Bank brand. Complete other related duties as assigned. Key competencies: Strategic Consulting Business acumen & systems thinking: Connects market dynamics, P&L drivers, and people levers; frames trade‑offs and second‑order effects. Problem structuring & options: Translates ambiguous issues into clear hypotheses, options with implications, and “so what/now what” recommendations. Decision enablement: Uses data and narratives to drive decisions quickly; sets governance to track outcomes. Constructive challenge: Courage to disagree, reframe, and course‑correct with executives. Partnership & Collaboration Orchestrates the matrix: Partners with HR COEs, Finance, Legal, and business leaders to co‑create scalable, user-centric solutions. Builds alliances: Breaks silos, negotiates tradeoffs, and ensures clear ownership and handoffs. Influences without authority: Mobilizes resources and maintains momentum across complex, multi-line environments. Partnership savvy: Leverages external partners where they accelerate capability and value. Impact & Influence Executive presence & storytelling: Synthesizes complex data into a concise narrative; tailors to the audience; makes the choice easy. Stakeholder strategy: Maps power/interest, anticipates resistance, builds coalitions, and secures sponsorship. Outcome orientation: Drives decisions to closure; sets clear accountabilities and operating mechanisms; follows through to measured impact. Additional Differentiators: Delivers results, inspires followers, change leadership; develops talent.

Requirements

• Bachelor’s degree and 10+ years in HR and/or relevant business roles (or 15+ years combined experience without a degree), including 5+ years leading managers/senior HRBPs.
• Experience across two or more HR disciplines with leadership accountability.
• Proven judgment resolving complex issues in ambiguous, high‑stakes environments.
• Proficiency with Microsoft 365/Copilot and HRIS/analytics tools.

Nice To Haves

• Master’s degree; SPHR and/or SHRM‑SCP.
• Workday expertise; people analytics fluency.
• 5+ years leading HRBPs in complex, multi‑line, multi‑geography organizations.
• Proven ability to influence senior leaders in client‑centric environments and guide organizational design for growth in specialized markets.
• Experience supporting financial services businesses, with strong understanding of advisory, credit, and revenue‑generating talent models.

Responsibilities

• Serve as a strategic advisor and coach to executive leaders on human capital strategy, people management, and career development to advance organizational priorities and strengthen overall business performance.
• Translate business strategies into integrated human capital plans (workforce planning, talent, and performance), and lead the design, development, and execution of those plans across assigned business lines.
• Lead and develop a high performing HRBP team; set the vision, standards, and operating rhythm (planning cadence, portfolio management, stakeholder engagement).
• Unify HR Services and COEs to co create scalable solutions; remove duplication, clarify handoffs, and improve service levels.
• Oversee and ensure execution of people programs and processes (Employee Engagement, Talent Calibration/Review, Performance Management, and Compensation Cycle) and offer an enterprise‑wide view of insights, outcomes, and recommendations to senior leadership.
• Utilize Talent data (e.g., Workday, analytics dashboards) to share concise insights and decisions—predict talent risk, quantify skills gaps, track talent movement, and tie to business KPIs.
• Lead change strategies (stakeholder mapping, communications, adoption, governance) for large transformations; oversee critical workstreams and outcomes.
• Coach leaders through change with clear, timely, and transparent communication and engagement strategies.
• Assess organizational development needs and partner with HR COEs to address capability gaps and build critical skills for current and future needs.
• Provide organizational design expertise, working with the business lines to ensure the achievement of business goals and financial targets in collaboration with other key stakeholders (Finance, HR COEs, etc.)
• Leverage strong HR and business acumen to forecast risks/opportunities and to shape solutions that strengthen competitive advantages in the market.
• Exercise managerial authority for staffing, performance appraisals, promotions, compensation recommendations, performance management, and terminations.
• Promote an environment that supports engagement and belonging and reflects the M&T Bank brand; maintain internal control standards, including timely implementation of audit and regulatory findings, as applicable.
• In collaboration with the business, develop strategic workforce plans, including activities needed to ensure workforce designs and capabilities meet current and future organizational goals.
• Understand and adhere to the Company’s risk and regulatory standards, policies, and controls following the Company’s Risk Appetite.
• Identify risk-related issues needing escalation to management.
• Promote an environment that supports engagement and belonging and reflects the M&T Bank brand.
• Complete other related duties as assigned.

What This Job Offers

• Job Type: Full-time
• Career Level: Director