Human Resources Business Partner

Washington Trust has an opportunity for a seasoned HR leader-practitioner to join our team as a Human Resources Business Partner & Generalist. In this role, you'll partner closely with leaders and employees to deliver both strategic and hands-on, end-to-end HR support across employee relations, talent acquisition, talent development, performance management, and strategic partnership. You'll bring a strategic mindset with a highly service-oriented, execution-focused approach to help build an inclusive, high-performing culture across your assigned business lines. You will help shape the organization by identifying, attracting, developing and retaining high-caliber professional talent, while also serving as a trusted advisor on day-to-day and complex people matters across assigned business lines, with particular focus on commercial banking, wealth management, mortgage, and consumer lending. A hybrid work model supports both flexibility and strong connection to the business.

Why Washington Trust

Join a community bank where your work has visible impact-on our people, our customers, and the communities we serve! Washington Trust offers a Human Resources environment where decisions are made thoughtfully, relationships matter, and HR leaders are closely connected to the business. This role provides the opportunity to influence HR practices, talent strategies, and leadership development through hands-on involvement and trusted partnership-rather than layers of approval or centralized models. The successful candidate will help ensure HR remains responsive, pragmatic, and aligned with the bank's culture and long-term objectives, while exercising meaningful, people-first influence across workforce capability, engagement, and culture.

Key Responsibilities

Strategic Business Partnership

• Serve as a trusted advisor to division leaders, grounded in strong understanding of banking roles, talent markets, and workforce dynamics
• Translate business priorities into practical, executable people strategies and actionable workforce and talent plans
• Partner with leadership teams to anticipate talent risks and opportunities tied to growth, succession, and customer-facing roles
• Balance advocacy for people with pragmatism for the business, consistently exercising sound judgment
• Build deep credibility with business leaders through responsiveness, sound judgment, and a strong understanding of banking roles and operating models
• Ensure a consistent, high-quality HR experience for employees and leaders across supported business lines

• Partner with leaders to understand current and future talent needs based on business strategy, growth plans, and operating models
• Own talent identification and recruiting strategy for key professional and customer relationship management roles across assigned business lines
• Actively source talent using professional networks, referrals, market intelligence, and targeted outreach-not solely inbound applicants
• Serve as a thought partner to leaders on "who to hire," not just "how to hire"
• Manage full-cycle recruiting end-to-end, maintaining a high-touch, relationship-based candidate experience
• Serve as a strong ambassador of the Washington Trust brand in the market, representing the organization with professionalism and polish
• Use market insight to advise leaders on talent availability, timing, and realistic hiring tradeoffs
• Analyze headcount, turnover, and staffing trends; translate insights into actionable hiring, retention, and redeployment plans
• Identify capability gaps and recommend build/buy/borrow solutions (upskilling, succession, recruiting, contractors/temporary resources)
• Support succession planning, leadership development, and high-potential initiatives

• Partner with managers and employees as a trusted advisor on employee relations, performance concerns, and day-to-day workplace questions
• Support engagement and retention efforts that strengthen the overall employee experience
• Guide leaders through complex performance and employee relations matters
• Provide thoughtful, balanced counsel that reflects both policy expertise and sound business judgment

• Partner with managers to drive and support strong performance management practices, including goal setting, coaching, feedback, and calibration
• Coach leaders on people decisions, talent development, and retention strategies
• Review compensation and internal equity within supported business lines; provide recommendations on salary ranges, promotions and pay adjustments
• Support succession planning and internal mobility for critical roles

• Enjoys being close to the business, understanding roles deeply, and helping leaders make better talent decisions
• Is energized by finding great people and watching them thrive, not just managing processes
• Brings confidence and credibility to influence senior leaders and represent the organization externally
• Prefers a blended role-comfortable switching between strategic discussions, hands-on recruiting, and day-to-day HR problem solving
• Exercises strong judgment, knowing when to be firm, when to be flexible, and when to escalate
• Values relationships and long-term impact over transactional HR work
• Thrives in a relationship-based, community banking environment where trust, responsiveness, and credibility matter

• Bachelor's degree in Human Resources, Business Administration, or a related field
• 10+ years of progressive HR experience, including meaningful time spent as both an HR Business Partner and an HR generalist
• Demonstrated success identifying, sourcing, and hiring professional talent, preferably in banking or financial services
• Strong knowledge of employment law, employee relations, and HR best practices
• Demonstrated ability to influence and partner with senior leaders
• Strong executive presence, polish, and credibility with senior leaders, employees, candidates, and external partners
• Excellent communication, coaching, and relationship-building skills
• Strong judgment, discretion, and ability to operate independently
• Working knowledge of HRIS/ATS platforms (Dayforce preferred) and Microsoft Office
• HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) a plus