The HR Business Partner (HRBP) is a strategic partner to assigned business units, responsible for aligning business objectives with employee and management needs. The HRBP serves as a consultant to leadership on human resource-related issues, acting as an employee champion and change agent. The role assesses and anticipates HR-related needs, communicating needs proactively with our HR department and business management, and seeks to develop integrated solutions.
Key ResponsibilitiesStrategic Partnership:
- Consult with line management, providing HR guidance when appropriate.
- Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Provide guidance and input on business unit restructures, workforce planning, and succession planning.
Employee Relations:
- Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations.
- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Performance Management:
- Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Assist with the performance review process, ensuring fairness and consistency.
Talent Management & Development:
- Identify training needs for business units and individual executive coaching needs.
- Participate in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
HR Policy & Compliance:
- Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
- Provide HR policy guidance and interpretation.
Recruitment & Onboarding:
- Partner with the talent acquisition team to ensure recruitment needs for the business unit are met.
- Assist with developing contract terms for new hires, promotions, and transfers.
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- 5-7 years of progressive experience in an HR role, with at least 3 years in an HR Business Partner or equivalent strategic capacity.
- Proven experience resolving complex employee relations issues.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
- Excellent verbal and written communication skills.
- Strong interpersonal and negotiation skills.
- Ability to develop strong, trusting relationships in order to gain support and achieve results.
- Proficient in Microsoft Office Suite and HRIS systems (e.g., Workday, SAP SuccessFactors).
- Master’s degree in Human Resources or MBA .
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Experience working in a fast-paced, high-growth environment.
- Experience supporting Markets/client-facing business units.
•Working Environment: office setting, minimal travel required.
• Effort: minimal physical effort required.
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Job Family Group: Human Resources------------------------------------------------------
Job Family:HR Advisors & Generalist------------------------------------------------------
Time Type:Full time------------------------------------------------------
Most Relevant Skills Please see the requirements listed above.------------------------------------------------------
Other Relevant Skills For complementary skills, please see above and/or contact the recruiter.------------------------------------------------------
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Skills Required
- Bachelor's degree in Human Resources, Business Administration, or a related field
- 5-7 years of progressive HR experience
- At least 3 years of experience in an HR Business Partner or equivalent strategic capacity
- Experience resolving complex employee relations issues
- Working knowledge of compensation, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws
- Excellent verbal and written communication skills
- Strong interpersonal and negotiation skills
- Ability to build trusting relationships and gain support to achieve results
- Proficiency in Microsoft Office Suite and HRIS systems such as Workday or SAP SuccessFactors
- Master's degree in Human Resources or MBA
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification
- Experience in a fast-paced, high-growth environment
- Experience supporting Markets or client-facing business units
Citi Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Citi and has not been reviewed or approved by Citi.
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Healthcare Strength — Benefits coverage is positioned as comprehensive, including health, dental, and vision insurance plus on-site clinics, prescription drug support, and disability coverage. Family-building support such as fertility assistance is described as a notable differentiator within the overall package.
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Retirement Support — Retirement benefits are framed as strong, highlighted by a 401(k) with matching and additional plan options like a Roth 401(k). Financial support is reinforced through discounts and broader financial guidance resources tied to the benefits ecosystem.
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Wellbeing & Lifestyle Benefits — Wellbeing support extends beyond insurance through programs like an Employee Assistance Program, counseling/legal resources, and gym or wellness reimbursement. These offerings increase the perceived total rewards value even when cash compensation sentiment varies by role.
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