Description

**Can be in any corporate hub within Huntington Bank footprint**

Summary

The Senior Human Resources Project Manager provides leadership and project management expertise for complex, high‑visibility Human Resources initiatives that support enterprise people strategy and organizational effectiveness. This role leads medium to large‑scale HR projects that often span multiple business units and HR Centers of Excellence and may involve significant change management, regulatory considerations, and employee impact.

Projects are typically characterized by broad colleague impact, executive visibility, and cross‑functional coordination. The Senior HR Project Manager partners closely with Human Resources leadership, business stakeholders, and functional partners to ensure initiatives are delivered on time, within scope, and aligned with organizational goals.

Duties and Responsibilities

• Responsible for the coordination and tracking for the planning, development, and execution of Human Resources–led projects and mergers & acquisitions, including but not limited to:
  • Merger integration, organizational design, restructuring, and workforce transformation efforts
  • Workforce planning and talent management initiatives
  • HR technology implementations or enhancements (e.g., HRIS, talent systems, performance management platforms)
  • Compensation, benefits, rewards, and job architecture programs
  • Policy, compliance, regulatory, and governance‑driven HR initiatives
• Partners with HR leaders, HR Business Partners, Centers of Excellence, Legal, Compliance, Finance, IT, and business unit leadership to define project scope, objectives, deliverables, timelines, budgets, and success metrics.
• Develops comprehensive project plans, including resource plans, risk assessments, stakeholder analyses, communication strategies, and change management approaches.
• Assembles and leads cross‑functional project teams; establishes clear roles, responsibilities, and expectations; and ensures team members remain informed, engaged, and accountable.
• Manages project execution by monitoring progress, identifying and mitigating risks, resolving issues, implementing approved changes, and providing regular status updates to sponsors and stakeholders.
• Ensures HR project deliverables meet business needs, align with HR strategy, comply with applicable employment laws and internal controls, and support a positive employee experience.
• Leads change management and communication efforts to support adoption of HR programs and processes, addressing impacts to leaders, managers, and associates.
• Oversees vendor or consultant relationships related to HR initiatives, including scope management, performance monitoring, and deliverable acceptance.
• Maintains accurate and complete project documentation, including business cases, project charters, schedules, risk logs, and post‑implementation reviews.
• Provides leadership with data‑driven insights related to project performance, readiness, risks, and workforce impact.
• Performs other duties as assigned.

Basic Qualifications

• Bachelor’s Degree
• Five (5) or more years of related project management experience, including experience leading complex, cross‑functional initiatives
• Five (5) or more years experience managing Human Resources or people‑focused projects, including mergers and acquisitions

Preferred Qualifications

• Professional certification such as PMP, PMI‑ACP, or equivalent
• Experience with HR systems, HR process redesign, or large‑scale HR transformations
• Knowledge of employment law concepts, HR governance, and compliance requirements
• Experience creating and managing project schedules using project management tools (e.g., Microsoft Project)

Knowledge, Skills, and Abilities

• Proven ability to lead complex initiatives with broad organizational and employee impact
• Strong consulting, influencing, and communication skills with the ability to engage leaders at multiple levels
• High degree of professional confidence, credibility, and discretion when handling sensitive employee and organizational information
• Demonstrated ability to balance business priorities, compliance requirements, and employee experience
• Strong organizational skills with the ability to manage multiple priorities in a fast‑paced environment
• Adaptable, self‑directed, and results‑oriented; able to work independently and collaboratively
• Quality‑minded, detail‑oriented, and committed to continuous improvement

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Exempt Status: (Yes = not eligible for overtime pay) (No = eligible for overtime pay)

Yes

Workplace Type:

Office

Our Approach to Office Workplace Type

Certain positions outside our branch network may be eligible for a flexible work arrangement. We’re combining the best of both worlds: in-office and work from home. Our approach enables our teams to deepen connections, maintain a strong community, and do their best work. Remote roles will also have the opportunity to come together in our offices for moments that matter. Specific work arrangements will be provided by the hiring team.

Compensation Range:

$70,000-$140,000 annually

The compensation range represents the low and high end of the base compensation range for this position. Actual compensation will vary and may be above or below the range based on various factors including but not limited to location, experience, and performance. Colleagues in this position are also eligible to participate in an applicable incentive compensation plan. In addition, Huntington provides a variety of benefits to colleagues, including health insurance coverage, wellness program, life and disability insurance, retirement savings plan, paid leave programs, paid holidays and paid time off (PTO).

Huntington is an Equal Opportunity Employer.

Tobacco-Free Hiring Practice: Visit Huntington's Career Web Site for more details.

Note to Agency Recruiters: Huntington will not pay a fee for any placement resulting from the receipt of an unsolicited resume. All unsolicited resumes sent to any Huntington colleagues, directly or indirectly, will be considered Huntington property. Recruiting agencies must have a valid, written and fully executed Master Service Agreement and Statement of Work for consideration.