Share this Job

Title:  Human Resources Business Partner - Corporate Functions




Requisition ID: 68165


Join the Global Community of Scotiabankers to help customers become better off.


The Human Rescources Business Partner contributes to Stakeholders’ success by identifying, recommending and implementing client-specific HR solutions that are aligned with business strategies; partnering with Corporate Functions HR locally and globally to ensure HR programs and policies are aligned with Stakeholders’ strategies and are successfully implemented.

They will build and maintain strong relationships with the business groups they support. Partnering with GBM HR, Corporate HR and other key internal partners, they will further will leverage knowledge and best practices to provide guidance and counsel to Leaders and Management teams, supporting the building and maintenance of a skilled and motivated workforce capable of and, committed to, delivering their business strategy.

The HRBP will provide advice and guidance on sensitive and often complex HR issues, given the diverse and global nature of the Stakeholder groups, in the areas of compensation, performance management, learning & development, recruitment, job evaluation, global mobility, change management and employee issue resolution.

Key Accountability:
1. Contribute to the achievement of assigned Stakeholder goals and objectives by:

  • Building and managing relationships with assigned Stakeholders up to and including the MD & Head level and gaining a solid understanding of their business strategies, goals and objectives in order to respond to their short and long term needs.
  • Working with the local HR Head to determine the major HR implications of the Stakeholders’ strategies and identifying, developing and implementing HR recommendations and solutions to support those strategies and Scotiabank’s goals and objectives.
  • Acting as the ‘central point of contact’ between the local business lines and GBM HR, Corporate HR and other partner groups in the Corporate Functions and working with the appropriate matrix reporting relationships, to ensure that HR programs and initiatives are planned, coordinated and successfully implemented in a consistent manner across the global audience.
  • Collaborating with Corporate HR groups, including Leadership, Total Rewards, Global Employment Strategies, HRSS, Employee Relations, and business line HR Relationship Management Offices and the local HR team in order to support Stakeholders’ with the ever changing HR needs of a diverse, global workforce.

2. Provide HR support to Stakeholder Management teams by:

  • Partnering with the local Head of HR and the Stakeholders’ Senior Management teams to implement change initiatives by providing support with organization design and job evaluation; determining HR implications; developing people strategies and guidelines to support the change; and developing the communication strategy and plan.
  • Partnering with the local Head of HR and GBM HR Leadership & Employee Development team to identify, champion and implement learning solutions to close gaps and/or enhance performance, employee engagement or implement change, including the creation and ongoing sustainment of a robust intern program for the United States.
  • Analyzing and interpreting a wide range of information and metrics to drive decisions and solutions for issues around compensation, employee engagement and diversity and inclusion and prepare or provide input to presentations and reports of observations and recommendations based on findings.


3. Proving support on Compensation related matters to Stakeholder Management teams by:

  • Managing the internal process of compensation negotiations for new hires, liaising with local and matrix business line mangers, Total Rewards and GBM HR and ensuring compliance with local regulatory requirements relative to the structuring of compensation packages;
  • Liaising with Total Rewards to assess the competitiveness of all programs and practices against the relevant comparable companies, industries and markets;
  • Reviewing and analyzing survey results and recommending any changes to ensure employment value offer is competitive and tailored to market trends;
  • Liaising with GBM HR/Total Rewards on all related programs to keep abreast of compensation philosophy and direction;

4. Overseeing Employee Relations support for Stakeholder Management teams by:

  • Managing the sound administration of the Performance Management, Performance Enhancement and Performance Improvement issues ensuring the fair and equitable application of it.
  • Supporting Stakeholder Management teams with advice and counsel on initiatives to ensure that the Performance Management process is effectively understood and practiced locally;
  • Monitoring all labor practices and policies to ensure equitable treatment for all employees within the legal and social framework of the area;
  • Proving advice and counsel to business leaders in resolving difficult staff relations or interpretation of policies, workings in collaboration with appropriate internal partners and external legal counsel as required;
  • Reviewing all cases regarding recommendations to terminate employees as a result of irregular practices or other serious breaches of the Bank’s Guidelines for Business Conduct;
  • Participating in, and contributing to, discussions and meetings involving employees’ involuntary separation from the Bank. This involves structuring any settlements and making appropriate recommendations;
  • Managing the collaborative development of appropriate policies and programs for effective management of our human resources. Included in this area but not limited only to the following would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.
  • Conduct inquiries when needed to clarify any aspects of a labor relations issue

5. Contribute to the broader HR community and to the effective functioning of the United States HR team by:

  • Creating an environment conducive to individual development, productivity and achievement, ensuring open lines of communication;
  • Leading or participating in cross-functional HR working groups and providing input on the design and implementation of all-bank HR programs, policies and procedures to ensure programs meet Stakeholder needs;
  • Maintaining an awareness of emerging trends and HR best practices and liaise with HR peers, both within and outside of Scotiabank to ensure policies, programs and procedures stay current and market competitive; maintaining a high level of customer focus.


Experience & Education:

  • Minimum of 9 years of relevant HR experience;
  • Undergraduate degree, preferably with focus on business/human resources or work related experience
  • Professional HR designation or equivalent work experience
  • Preferred: experience in Financial services and Wholesale Banking and 3-5 years’ experience at a Management level in HR
  • U.S. subject matter expertise of applicable U.S. laws and regulations
  • Thorough knowledge and understanding of the Bank’s Human Resources policies and procedures including the Bank’s Global Mobility policies and guidelines;
  • Strong business acumen/fluency (Wholesale Banking/Capital Markets) to be able to align business objectives and HR strategies with corporate goals to maximize shareholder value;
  • Excellent relationship building, influencing and customer service skills to build effective partnerships with GBM business line management, GBM HR and other key partners, having the ability to work with all levels of management;
  • Results focused with the ability to evaluate options/alternatives and develop solutions/recommendations to sometimes complex and multi-dimensional problems/issues;
  • Intuitive and forward thinking with strong communication and presentation skills;
  • Strong organizational and project management skills and proven ability to successfully deliver / implement / execute initiatives, processes and policies.
  • Proficient computing skills including Word, Excel and PowerPoint, Horizon, Global Talent Management System, and the Global Compensation Planning Tools.


Location(s):  United States : New York : New York City 

As Canada's International Bank, we are a diverse and global team. We speak more than 100 languages with backgrounds from more than 120 countries. We value the unique skills and experiences each individual brings to the Bank, and are committed to creating and maintaining an inclusive and accessible environment for everyone. If you require accommodation (including, but not limited to, an accessible interview site, alternate format documents, ASL Interpreter, or Assistive Technology) during the recruitment and selection process, please let our Recruitment team know. If you require technical assistance please click here. Candidates must apply directly online to be considered for this role. We thank all applicants for their interest in a career at Scotiabank; however, only those candidates who are selected for an interview will be contacted.

Job Segment: Bank, Banking, Developer, Law, HR, Finance, Technology, Legal, Human Resources