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

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.
• 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.
• 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
• Problem structuring & options
• Decision enablement
• Constructive challenge
• Partnership & Collaboration
• Orchestrates the matrix
• Buils alliances
• Influences without authority
• Partnership savvy
• Impact & Influence
• Executive presence & storytelling
• Stakeholder strategy
• Outcome orientation

Education and Experience Required

• 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.

Education and Experience Preferred

• 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.

Physical Requirements

• Travel – 10-20%

Pay Range

The pay range for this position is $188,800.00 - $314,600.00 Annual (USD).