Director, HR Business Partnering

FNBO; Omaha (NE); Hybrid; USD 98,000 - 166,000; Full time

Benefits offered by this job

Medical

Dental Insurance

Vision Insurance

401k with matching

Time Off Programs

HSA/Dependent Care

Employee Banking

Growth Opportunities

Tuition Assistance

Disability Insurance

Job summary

FNBO seeks a Strategic Talent Partner to consult with leaders and shape corporate talent strategies that boost business performance. You will lead tailored talent solutions, workforce design, and talent-system adoption across Credit and Finance units, partnering with HR COEs and enterprise stakeholders.

You will serve as a trusted advisor on talent decisions, balancing business needs with risk, and guiding leaders through complex organizational changes in a dynamic banking environment.

Qualifications

• Bachelor's degree in Business or HR with 6–8 years minimum experience.
• Unrestricted work authorization without sponsorship requirements.

Responsibilities

• Consult with leaders to shape talent strategies and enablement initiatives.
• Lead workforce design projects aligned to enterprise leveling and planning.
• Design tailored talent solutions and establish KPIs with leaders and COEs.
• Drive adoption of enterprise talent systems and support change management.
• Coordinate cross‑functional collaboration to align talent programs with business goals.
• Advise on high‑stakes people situations and manage risk with HR leaders.

Skills

Strategic consulting

AI literacy

Executive communication

Data interpretation

Change leadership

Ethical judgment

Discretion

Conflict management

Influence leadership

Education

Bachelor's degree in Business or HR

Job description

At FNBO, our employees are the heart of our story—and we’re committed to their success! Please see below the details of this career opportunity and how it fits into our organization’s success.

Summary of the Job:

Strategic Talent Partner who consults with and advises leaders and managers in shaping and integrating corporate, business, and enablement talent strategies to enhance business performance. Responsible for the talent agenda of assigned business units — leading the design of tailored solutions and guiding talent system adoption through a cross‑functional lens, partnering with HR COEs and enterprise stakeholders to ensure alignment, avoid duplication, and connect business leaders with the right expertise when talent matters require further subject matter knowledge. This position will support the Credit and Finance function.

About This Role:

Key Accountabilities

1. 1) Strategic Talent Consulting Thought partner to leaders on critical talent strategies, actions, and decisions.
   1. 1. Leads the contribution to multi‑year talent strategy for assigned business units by analyzing workforce trends, identifying capability gaps, and providing insight on talent priorities that align with Corporate, Business, and Enablement Strategies.
   2. 2. Consults with senior HR leadership to recommend adjustments to HR Enablement Strategy based on business unit talent needs and emerging workforce trends, ensuring alignment with business objectives.
   3. 3. Provides data, analysis, and insight to senior leadership for Board/SMT‑level talent initiatives, ensuring business unit perspectives inform enterprise‑level decisions.
   4. 4. Serves as a trusted advisor to senior leaders on talent and organizational decisions, including assessing talent strengths, gaps, and optimization opportunities within their teams.
2. 2) Strategic Workforce Design Partner with leaders to identify and design work, structure, roles, and resources (people and technology) that optimize business performance and strategy.
   1. 1. Leads business‑unit workforce and organizational design projects aligned to enterprise leveling, span, and layer principles; contributes to enterprise‑wide planning efforts by providing business unit insights and recommendations.
   2. 2. Analyzes capability requirements and emerging work models within assigned business units; consults with senior leaders on talent investment priorities, providing insight through data‑driven rationale on trade‑offs and expected business impact.
   3. 3. Leads workforce transformation as AI and human labor evolve, including the optimization of AI‑related roles, skills, and operating models; partners with IT and business to align workforce strategy to AI strategy, and drives AI literacy and leadership expectations.
3. 3) Tailored Talent Solutions Create talent initiatives or solutions that respond to specific business needs and enhance future‑ready capabilities (examples could include tailored experiences for interns, onboarding, hiring, mentoring, surveys, employee & manager feedback, customized data analysis, etc.).
   1. 1. Leads the design and implementation of tailored talent solutions that address unique business unit needs while maintaining alignment with enterprise talent program principles and processes. Independently executes solutions that align with established enterprise talent principles; consults with HR leadership on initiatives with cross‑functional impact or significant resource requirements.
   2. 2. Establishes KPIs for tailored talent solutions in partnership with business leaders and HR COEs; tracks outcomes and provides regular insight to senior leaders on optimization opportunities, recommending adjustments based on business impact data.
4. 4) Talent System Adoption & Execution Ensures the company's talent system is effectively adopted and executed within business units to meet enterprise standards.
   1. 1. Leads adoption of enterprise talent systems within assigned business units by coaching leaders on effective use of hiring, learning and development, talent identification and succession, performance and rewards, and other talent system components. May facilitate certain processes but is generally not responsible for operational aspects. Identifies barriers to adoption and consults with HR COEs on solutions and optimization opportunities.
   2. 2. Leads effective communication to leaders on talent programs and systems, supporting change adoption and consistent understanding across the business unit.
5. 5) Cross‑Functional Integration Aligns multiple disciplinary stakeholders to deliver optimal talent outcomes and serves as the voice of the business back into HR.
   1. 1. Leads as the primary connector between business leadership and HR COEs, Technology, Finance, and Facilities when talent topics require subject matter expertise — engaging the right experts at the right time to avoid duplication and ensure enterprise alignment.
   2. 2. Leads and facilitates collaboration across bank leadership on talent sharing and optimization across the enterprise.
   3. 3. Provides insight, feedback, and business context to COEs and framework owners to ensure programs, structures, and processes remain aligned with business objectives and deliver intended value.
6. 6) Critical Issue Advisor Direct involvement in high-stakes or escalated people situations.
   1. 1. Consults with and advises leadership on how to mitigate issues prior to escalation.
   2. 2. Partners with Employee Relations and HR leadership to resolve high-stakes employee situations; provides insight on business context and recommends approaches that balance organizational risk with business unit needs.
   3. 3. Leads escalation of decisions with enterprise‑wide implications to the Head of Employee Relations and CHRO based on organizational risk management approach.

The Ideal Candidate for This Role:

Skills Necessary

• Strategic consulting and advisory capability
• AI literacy
• Thinks like a business leader first, HR expert second
• Use and interpretation of industry information, data, and financial information
• Change leadership in highly ambiguous and uncertain environments
• Critical thinking and ethical judgment
• Highly adaptable, able to creatively problem solve
• Impeccable discretion and confidentiality
• Composure in emotional and conflict situations with ability to share direct feedback
• Executive presence, including ability to communicate, influence, and challenge leaders

Requirements

Bachelor's degree Business or HR experience (6–8 years minimum)

Candidates must possess unrestricted work authorization and not require future sponsorship.

Compensation

Compensation range (base pay): $97,774.00-$166,216.00 This role may have a specific starting pay within this range. Final compensation offer to candidate may vary from posted hiring range based upon work experience, education, and/or skill level.

Work Environment

It is anticipated that the incumbent in this role will work onsite at the posted location. Our onsite environment fosters innovation, mentorship, and a vibrant culture where ideas flow freely and relationships flourish. As part of our team, you'll experience the energy of our collaborative spaces designed to support your professional growth while working alongside talented colleagues who inspire excellence daily. Please note that work location is subject to change based on business needs.

Benefits Overview

• Medical
• Dental
• Vision Insurance 401k
• With Matching Contributions
• Time Off Programs
• Health Savings Account (HSA)/Dependent Care
• Employee Banking
• Growth Opportunities
• Tuition Assistance
• Short-Term/Long-Term Disability Insurance
• Learn more about FNBO benefits here: https://www.fnbo.com/careers/benefits/

Equal Opportunity & Belonging

FNBO believes that the quality of our employee experience is at the heart of our customer experience. One key pillar of our intended employee experience is Belonging. Belonging means we are committed to fostering a workplace culture where employees of all backgrounds feel valued, recognized, and empowered to be their authentic selves—no matter their role or where they are in their journey. Learn more here.

FNBO is an equal opportunity employer for all employees and applicants and makes employment decisions without regard to status or identity.

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FNBO is an Equal Opportunity/Affirmative Action/Veterans/Disability Employer - Member FDIC

FNBO follows federal law regarding the use of marijuana (this applies to all non-California applicants)

Application Deadline: All our jobs will be posted for a minimum of 5 calendar days. Job postings may come down prior to 5 calendar days based on volume of applicants.

Grow Your Career with FNBO! For 170 years, our holding company - First National of Nebraska (FNNI) - has grown to more than 4,500 employees with locations in nine states and $35 billion in assets. We are proud to serve our customers and communities with banking offices located in Nebraska, Colorado, Illinois, Iowa, Kansas, Missouri, South Dakota, Texas and Wyoming. FNBO (First National Bank of Omaha) believes that a bank should be a force for good in the world; to positively influence the lives of our employees, customers and the success of the communities we serve. Whether you're just beginning your career or taking it to the next level, you'll find your fit here.

Bilingual Careers Internships & Trainee Program FNBO believes that the quality of our employee experience is at the heart of our customer experience. One key pillar of our intended employee experience is Belonging. Belonging means we are committed to fostering a workplace culture where employees of all backgrounds feel valued, recognized, and empowered to be their authentic selves—no matter their role or where they are in their journey. FNBO is an equal opportunity employer for all employees and applicants and makes employment decisions without regard to status or identity. We strive to represent the communities in which we serve. Learn more here. FNBO endeavors to make our site accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact HR Solution One via either email or phone using the contact information below.

Online (Primary Response Hours: M-F, 8a-5p Central) [e-mail]

Phone (Available: M-F, 10a-2p; Central) [phone] [phone]