Job Description
Job description
DIVISIONAL HR DIRECTOR
The Human Resource Director is responsible for aligning human resources practices with business objectives across various lines of business. Acting as a consultant to senior leaders, this role drives strategic workforce planning, organizational design, and talent management initiatives. The Human Resources Director leads a team of HR consultants and collaborates cross-functionally with HR Centers of Excellence such as Talent Acquisition, Total Rewards and Learning and Development to foster a high-performance culture, support leadership development, and ensure compliance with HR policies and practices.
The individual must demonstrate balanced advocacy, as well as possess critical thinking and strong communication skills. Successful incumbents are also action oriented with a strong drive for results, have business acumen, manage conflict well, have managerial courage, are customer focused, have high decision quality, have strong interpersonal savvy, have comfort with ambiguity and a desire to learn, explore new ideas and ask questions to seek a deeper understanding. Successful incumbents possess and apply a comprehensive knowledge of HR principles, practices, and procedures to aid in the completion and resolution of the most complex HR assignments and issues. The HR environment is fast-paced, sometimes under pressure, and professional. Confidentiality and integrity are crucial components in this position.
Position Responsibilities
Business Partnership
• Serves as the primary strategic HR advisor to business unit leaders.
• Collaborates with senior leadership to understand the organization's goals and strategy to support their business initiatives and enhance employee engagement.
• Provides counsel to business partner leaders to proactively anticipate and address complex HR issues impacting the business.
• Support cross-divisional and LOB organizational design, restructure and effectiveness realignments and communication plans.
Risk Management
• Manages and resolves complex employee relations issues in partnership with Employee Relations, Legal and Fraud teams, as needed. Assists in investigations arising from alleged violations of policies and procedures, HR hotline calls, requests from problem resolution and employee grievance complaints and agency claims.
• Ensures compliance with federal, state and local employment laws and regulations.
• Conducts research and analysis of organizational trends and maintains organizational health metrics through appropriate governance and controls. Uses reporting tools to analyze data, identify themes and develop appropriate action plans and/or communications i.e., turnover, exit interviews, retention, retirement, etc.
• Demonstrates how colleagues are aware and accountable for their roles in risk management and promote, recognize and support open discussion of risk management expectations, decisions, and outcomes.
HR Programs
• Partners with Business Partners to manage their full cycle compensation needs from job evaluations to job offers to annual compensation planning.
• Supports employees and managers on benefits and polices related FMLA, ADA and other leave and accommodations needs.
• Leads talent review discussions supporting succession planning, the identification and development of key talent needed for business success and developing plans to reduce key person dependencies.
• Plans and assists with leadership transitions including knowledge transfer, onboarding and offboarding.
• Provides guidance on the Performance Management process and assists leaders as they provide feedback on business results and competencies.
• Coordinates with the business unit and talent acquisition team to proactively identify recruitment needs and hire skilled talent including participating in the interview process and development of job offers.
• Analyzes engagement data and identifies plans to support retention of colleagues.
HR Leadership
• Leads the improvement of the quality and delivery of HR processes.
• Manages large-scale or multiple HR consulting projects from initiation to delivery
• Contributes to and supports the execution of the HR strategic plan.
• Selects, motivates, and retains high performing talent, cultivates a spirit of teamwork and continuous improvement with shared goals and objectives.
• Supports the development and growth of direct reports through one-on-one coaching and performance management.
• Manages expenses and budgets associated with the team and work managed.
• Stays current on HR trends, regulatory changes, and best practices.
Position Qualifications
• Bachelor's degree from an accredited university
• 10 years of experience in Human Resources
• 10 years of experience in investigating and resolving employee relations issues
• 10 years of experience in HR projects or initiatives supporting business objectives
• 10 years of experience working in a matrix organization with multiple levels of management interfaces and multitasking priorities
• 10 years of experience in communicating and negotiating with senior management
Preferred
• Experience in leading or managing a team
Work Best Category
Category C - Days in the office will either be designated days or will vary week to week from 2-5 days
Hours
8:00am - 5:00pm Monday - Friday
Salary
To Be Determined Based on Individual Experience
About Comerica
We know our employees are critical to our overall success and we are dedicated to investing in their future. One of the ways we do this is to offer a comprehensive Total Rewards package designed to recognize and reward individual performance, as well support health, well-being, development and security for our colleagues and their family. Total Rewards consists of cash compensation, development and flexible benefit programs designed to meet individual needs today and in the future. Your salary will be commensurate with your work experience and our programs are reviewed regularly to ensure each remain competitive. We are proud to offer benefits such as health and welfare programs, strong retirement benefits, and generous paid time off programs. You and your eligible family members, including domestic partners and their children, can participate in medical, dental, and vision benefits, 401(k) and pension, income protection benefits such as life insurance, AD&D, and supplemental health programs to offset unexpected health care expenses. We also have a variety of time off programs for things like vacation, sick time, disability, and parental leave. Eligibility for some programs varies based on employment status and tenure.
Upon offer, Comerica conducts a comprehensive background and fingerprint check. Your fingerprints will be used to check the criminal history records of the FBI and may be subscribed in the FBI’s Record of Arrest and Prosecution Background (“RAP Back”) service, which provides ongoing notification to the Company of any updates to your criminal history.
NMLS certification requirement: where applicable, a favorable background check screening, credit check, fingerprint check, and NMLS certification is required in accordance with the SAFE Act.
Comerica Incorporated (NYSE: CMA) is a financial services company headquartered in Dallas, Texas, and strategically aligned into three major business segments; the Commercial Bank, the Retail Bank, and Wealth Management. Comerica's colleagues focus on relationships, and helping people and businesses be successful. In addition to Texas, Comerica Bank locations can be found in Arizona, California, Florida and Michigan, with select businesses operating in several other states, as well as in Canada and Mexico.
Comerica is proud to be an Equal Opportunity Employer – disability/veteran.
DIVISIONAL HR DIRECTOR
The Human Resource Director is responsible for aligning human resources practices with business objectives across various lines of business. Acting as a consultant to senior leaders, this role drives strategic workforce planning, organizational design, and talent management initiatives. The Human Resources Director leads a team of HR consultants and collaborates cross-functionally with HR Centers of Excellence such as Talent Acquisition, Total Rewards and Learning and Development to foster a high-performance culture, support leadership development, and ensure compliance with HR policies and practices.
The individual must demonstrate balanced advocacy, as well as possess critical thinking and strong communication skills. Successful incumbents are also action oriented with a strong drive for results, have business acumen, manage conflict well, have managerial courage, are customer focused, have high decision quality, have strong interpersonal savvy, have comfort with ambiguity and a desire to learn, explore new ideas and ask questions to seek a deeper understanding. Successful incumbents possess and apply a comprehensive knowledge of HR principles, practices, and procedures to aid in the completion and resolution of the most complex HR assignments and issues. The HR environment is fast-paced, sometimes under pressure, and professional. Confidentiality and integrity are crucial components in this position.
Position Responsibilities
Business Partnership
• Serves as the primary strategic HR advisor to business unit leaders.
• Collaborates with senior leadership to understand the organization's goals and strategy to support their business initiatives and enhance employee engagement.
• Provides counsel to business partner leaders to proactively anticipate and address complex HR issues impacting the business.
• Support cross-divisional and LOB organizational design, restructure and effectiveness realignments and communication plans.
Risk Management
• Manages and resolves complex employee relations issues in partnership with Employee Relations, Legal and Fraud teams, as needed. Assists in investigations arising from alleged violations of policies and procedures, HR hotline calls, requests from problem resolution and employee grievance complaints and agency claims.
• Ensures compliance with federal, state and local employment laws and regulations.
• Conducts research and analysis of organizational trends and maintains organizational health metrics through appropriate governance and controls. Uses reporting tools to analyze data, identify themes and develop appropriate action plans and/or communications i.e., turnover, exit interviews, retention, retirement, etc.
• Demonstrates how colleagues are aware and accountable for their roles in risk management and promote, recognize and support open discussion of risk management expectations, decisions, and outcomes.
HR Programs
• Partners with Business Partners to manage their full cycle compensation needs from job evaluations to job offers to annual compensation planning.
• Supports employees and managers on benefits and polices related FMLA, ADA and other leave and accommodations needs.
• Leads talent review discussions supporting succession planning, the identification and development of key talent needed for business success and developing plans to reduce key person dependencies.
• Plans and assists with leadership transitions including knowledge transfer, onboarding and offboarding.
• Provides guidance on the Performance Management process and assists leaders as they provide feedback on business results and competencies.
• Coordinates with the business unit and talent acquisition team to proactively identify recruitment needs and hire skilled talent including participating in the interview process and development of job offers.
• Analyzes engagement data and identifies plans to support retention of colleagues.
HR Leadership
• Leads the improvement of the quality and delivery of HR processes.
• Manages large-scale or multiple HR consulting projects from initiation to delivery
• Contributes to and supports the execution of the HR strategic plan.
• Selects, motivates, and retains high performing talent, cultivates a spirit of teamwork and continuous improvement with shared goals and objectives.
• Supports the development and growth of direct reports through one-on-one coaching and performance management.
• Manages expenses and budgets associated with the team and work managed.
• Stays current on HR trends, regulatory changes, and best practices.
Position Qualifications
• Bachelor's degree from an accredited university
• 10 years of experience in Human Resources
• 10 years of experience in investigating and resolving employee relations issues
• 10 years of experience in HR projects or initiatives supporting business objectives
• 10 years of experience working in a matrix organization with multiple levels of management interfaces and multitasking priorities
• 10 years of experience in communicating and negotiating with senior management
Preferred
• Experience in leading or managing a team
Work Best Category
Category C - Days in the office will either be designated days or will vary week to week from 2-5 days
Hours
8:00am - 5:00pm Monday - Friday
Salary
To Be Determined Based on Individual Experience
About Comerica
We know our employees are critical to our overall success and we are dedicated to investing in their future. One of the ways we do this is to offer a comprehensive Total Rewards package designed to recognize and reward individual performance, as well support health, well-being, development and security for our colleagues and their family. Total Rewards consists of cash compensation, development and flexible benefit programs designed to meet individual needs today and in the future. Your salary will be commensurate with your work experience and our programs are reviewed regularly to ensure each remain competitive. We are proud to offer benefits such as health and welfare programs, strong retirement benefits, and generous paid time off programs. You and your eligible family members, including domestic partners and their children, can participate in medical, dental, and vision benefits, 401(k) and pension, income protection benefits such as life insurance, AD&D, and supplemental health programs to offset unexpected health care expenses. We also have a variety of time off programs for things like vacation, sick time, disability, and parental leave. Eligibility for some programs varies based on employment status and tenure.
Upon offer, Comerica conducts a comprehensive background and fingerprint check. Your fingerprints will be used to check the criminal history records of the FBI and may be subscribed in the FBI’s Record of Arrest and Prosecution Background (“RAP Back”) service, which provides ongoing notification to the Company of any updates to your criminal history.
NMLS certification requirement: where applicable, a favorable background check screening, credit check, fingerprint check, and NMLS certification is required in accordance with the SAFE Act.
Comerica Incorporated (NYSE: CMA) is a financial services company headquartered in Dallas, Texas, and strategically aligned into three major business segments; the Commercial Bank, the Retail Bank, and Wealth Management. Comerica's colleagues focus on relationships, and helping people and businesses be successful. In addition to Texas, Comerica Bank locations can be found in Arizona, California, Florida and Michigan, with select businesses operating in several other states, as well as in Canada and Mexico.
Comerica is proud to be an Equal Opportunity Employer – disability/veteran.
💡 Quick Summary
Seeking a career-building opportunity? The Divisional Human Resources Director position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Dallas offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
