Washington Trust is the longest standing and largest privately-owned commercial bank in the Pacific Northwest, having thrived through every economic cycle and market shift over 120 years. With more than 40 financial centers and offices in Washington, Idaho, and Oregon, the Bank remains focused on dynamic, sustainable growth and continues to hold its position as a strong independent bank. Our core values remain the same - wisdom, vision, passion, and strength. You will help us continue to positively impact and preserve an environment that's centered around relationships, transparency, and inclusivity. We're excited for you to bring your passion and join a workplace that's as dynamic as it is supportive.
The HR Business Partner role at Washington Trust Bank serves as a trusted advisor to designated business lines, supporting both leadership and teams in a variety of talent management initiatives. You'll develop an in-depth knowledge of designated business line operations and contribute to the short- and long-term goals and objectives of the Bank, often through collaboration with key HR partners. This role adds significant value to the organization by providing strategic and relational guidance.
Location: This position requires onsite work at Spokane Tower West - 717 West Sprague Avenue Spokane, WA 99201.
Essential Functions

• Builds strong relationships with assigned business lines by frequently connecting with them about their concerns, insights, business plans and goals. Aligns talent management strategies with business unit strategies.
• Delivers appropriate coaching and development feedback to managers and employees.
• Demonstrates strong business acumen and understanding of key business priorities facing the bank and designated business lines; uses business knowledge to develop people solutions customized to their needs.
• Handles urgent and confidential matters, exercising maturity, discretion, and trust to ensure resolution of problems in a timely, efficient manner.
• May develop, implement, and facilitate training and development initiatives to meet the specific needs of assigned business lines. Collaborates with the Learning and Development team to encourage and recommend engagement in appropriate training and development opportunities.
• Manages and resolves employee relations issues. Conducts effective, thorough, and objective investigations as needed.
• Maintains current, in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides diversity and inclusion solutions aligned with business objectives and bank-wide diversity and inclusion goals.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Encourages stakeholders to think innovatively about their work processes and team structures.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Develops and maintains a network of contacts to help identify and source qualified talent; actively maintain and manage a robust pipeline to quickly fill selected positions and provide opportunities to present passive talent to hiring managers when appropriate.
• On an annual basis leads workforce planning strategy meetings. Consults with senior leadership to identify the Division's staffing needs, workforce planning strategies, succession planning, and future search assignments.
• Oversees the annual talent review and merit process by identifying high potentials, talent readiness, and retention risks, as well as facilitating career pathing and succession planning conversations.
• May be responsible for implementing the bank's affirmative action program(s) in compliance with Federal, state, and local laws and regulations.
• Represents the Bank as needed at community and volunteer events.
• Regular, reliable attendance required.
• Performs compliance and risk management duties as required or assigned.

Requirements

• 5 years progressively responsible professional human resources experience.
• Strong interpersonal skills to maintain excellent relationships with management, staff, and team members, using diplomacy and tact effectively. Ability to work effectively with diverse groups of populations in a variety of settings, including but not limited to: coaching/counseling, training, interviewing.
• Strong analytical skills; ability to review and present complex data in an organized, logical format.
• Ability to multi-task effectively, prioritizing multiple projects in a fast-paced environment while maintaining professional demeanor.
• Strong attention to detail with high levels of accuracy as needed to deliver a quality product.
• Bachelor's degree (B.A.) from four-year college or university in Business, HR, or related field (equivalent experience or HR certifications may substitute).

Compensation Range: $72,000 - $117,000 annual base salary. This position is eligible to participate in annual incentive compensation plan.
Target starting range for this role is $72,000 - $103,000 annual base salary with eligibility to participate in an annual incentive compensation plan.
The compensation range represents the starting range for this position located in Spokane, Washington. Actual compensation will vary and may be above or below the range based on various factors including but not limited to location, experience, and performance.
What Our Culture Can Offer You :
Our benefit philosophy is to provide you with a comprehensive package to secure your overall wellness and help you become and remain a fulfilled and productive employee. Our benefits include Health, Financial, Retirement and Work/Life Benefits. We are proud to share an overview of our benefits HERE as part of your total compensation.
Washington Trust Bank celebrates diversity in the workplace and actively recruits talent to help reflect the unique communities where we live and work. We are proud to be an equal opportunity employer and prohibit discrimination or harassment based on race, religion, sex, gender identity, sexual orientation, national origin, age, pregnancy, disability, genetic information, and any other protected characteristics outlined by state, federal and local laws.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)