Suzanne Jenks

About Suzanne Jenks

Progressively complex and broad responsibilities in the field of Human Resources throughout career; primary responsibilities for strategic talent management, leader development, feedback/coaching and employee engagement. Substantial and deep knowledge of Retail Banking; skilled communicator, capable of influencing through effective needs analysis and delivering business-aligned recommendations. Able to synthesize quantitative and qualitative data through the lens of human capital management; uses data to identify trends that link to, and drive, the success of the business. Substantial experience building and leading a cohesive and collaborative team comprised of key stakeholders from the business and representatives from HR centers of expertise in order to maximize the available opportunity – not just meet goals. Significant knowledge of HR practices and policies, business ethics, risk mitigation, performance management and employee relations. Comfortable making decisions during times of change; owns outcomes; holds self, and others, accountable for positive contributions to the team. SPHR certified since 2003.Specialties:Collaboration and influencingStrategic talent managementLeader development Employee engagementFeedback and coaching Performance managementEmployee relationsTroubleshooting and problem-solving

Experience

1. HR Business Partner

   PNC

   Oct 2008 — Present · OH, US

   Aligned with Retail Banking, partnering with Market and Regional leaders to drive business outcomes by maximizing human capital contributions. Responsible for building and leading an effective team of HR professionals in support of business achievement; team comprised of business leaders and HR centers of expertise: Recruiting, Training, Compensation, Employee Relations, Risk and Staff Planning. Analyze data to support forecasting and planning for optimal talent pipeline management and the effective use of internal HR partners. Understand corporate and Retail strategies; proactively prepare for future needs while addressing short-term goals and immediate needs. Partner to mitigate human capital and reputational risk; liaison between business and HR to ensure the right outcomes are achieved; make recommendations for organizational and staff realignments.Lead consultative discussions with Market and Regional leaders to review skill and capability levels within team; define learning options and craft developmental experiences; leverage talent discussions in support of succession planning and positively influence retention through career growth. Identify trends in areas such as turnover and talent acquisition timelines; create collaborative action plans and inspect for desired outcomes. Review key business results and values-based behaviors; collaborate with leaders to define improvement plans and, when warranted, engage in escalated corrective (disciplinary) action. Make compensation, annual performance review rating and merit recommendations to ensure compliance with Compensation Philosophies and corporate Governance Rules; ensure differentiated rewards based on contribution to the business. Facilitate a strong leadership and coaching culture within the Retail Bank; provide expert advice and council. Share best practices with fellow HRBPs from all lines of business; stay connected with HR trends and topics across the industry.

Education

• The Ohio State University Fisher College of Business

  Bachelor of Science

Skills

• Management
• Deferred Compensation
• Training
• New Business Development
• Banking
• Leadership
• Human Resources
• Employee Engagement
• Employee Relations
• Performance Management
• Change Management
• Consulting
• Coaching
• Sales
• Talent Management