Bank of America
Human Resources Manager – Global Operations
Bank of America - Phoenix, Arizona, United States, 85003
Work at Bank of America
Overview
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Overview
Job Description:
At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day.
Being a Great Place to Work is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates’ physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve.
Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations.
At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!
Job Description: This job is responsible for developing Human Resources (HR) strategies that impact large, complex business units within a major Line of Business (LOB). Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development. The HR Manager (Manager Development Consultant)
is focused on building management capability and effectiveness among mid-level managers in
Global Operations
through intentional and targeted actions that proactively accelerate progress around key enterprise priorities. This will be accomplished by working collaboratively within HR and the line of business to identify gaps and opportunities, develop impactful solutions and execute action plans that drive measurable results around mid-level manager growth and development. Candidates must be able to thrive in an agile and evolving environment and be solutions-oriented.
Responsibilities: Connects with managers on organizational and line of business priorities that may include, but are not limited to: Manage declining performance
Improving employee engagement
Career pathing for high potential managers
New manager onboarding
Executes 1:1 and small group coaching sessions for new managers or high potential managers or other managers as identified, connecting them back to enterprise resources and training and reinforcing sustainable and meaningful day to day actions and behavior changes that impact team effectiveness
Provides consolidated feedback to the enterprise manager development team and HR leadership on business needs, training and resources feedback, and recommends solutions that will best support client needs
Tracks and measures impact of manager interventions through impact of engagements and connections
Manages the strategic delivery of Enterprise and Line of Business (LOB) specific Human Resources (HR) priorities in addition to ensuring organizational effectiveness across talent acquisition, performance management, talent development and learning, succession planning, compensation, etc.
Applies lenses of operational excellence, organizational health, and opportunity and inclusion across all HR people processes
Partners with business leaders to ensure that programs and practices are in alignment with Enterprise culture and conduct principles, serving as a trusted advisor to leadership
Manages and influences critical workforce activities, including but not limited to headcount reporting and analytics, financials/expenses, promotions, opportunity and inclusion, performance, talent management, and key cross-HR initiatives
Collaborates with compensation, talent acquisition, and business partners to provide appropriate guidance on employee compensation, both at an individual level as well as in aggregate, while maintaining a focus on expense management
Leverages reporting tool results shared by HR Consultants to inform effective and strategic decision making
Required Qualifications: 5+ years of HR or Management experience with broad expertise across all areas of HR disciplines
Ability to demonstrate effective coaching skills and techniques
Experience working directly with & consulting business leaders on HR strategy
A proven track record in utilizing information to develop strategy, execute the strategy to produce significant business results
Experience in client management around complex strategic HR issues such as talent management, development & change management
Strong analytical skills – experience gathering & organizing large amounts of data
Exceptional relationship management skills, and the ability to develop strong interpersonal alliances at all levels, and connect with senior executives on both a business and a personal level
Designs, develops, and delivers on organizational development / effectiveness initiatives focused on improving performance, productivity, and team cohesiveness
Broad business acumen with a strategic mindset to uncover hidden opportunities to improve manager capabilities and leadership skills
Demonstrated ability as an enterprise/global thought leader who can proactively drive change and innovation
Leads talent planning initiatives, including critical assessment of talent and resource rationalization
Knows how to use and leverage: Excel and PowerPoint, Workday, Tableau, Learning resources, etc.
High level of integrity and objectivity to ensure proper outcomes are obtained; ability to handle confidential and proprietary information with discretion
Desired Qualifications: Strong project/process management skills; facilitation skills
Intellectually curious; constantly seeks to learn and advance his/her knowledge
Ability to prioritize work and deliver consistent results
International Coaching Federation (IFC) Certification
Bachelor’s Degree or equivalent experience
Skills: Adaptability
Executive Presence
Leadership Development
Prioritization
Relationship Building
Consulting
Decision Making
Fiscal Responsibility
Problem Solving
Workforce Planning
Business Acumen
Influence
Project Management
PowerPoint & Excel skills
Workforce Analytics
Shift: 1st shift (United States of America)
Hours Per Week: 40
Pay Transparency details US - NJ - Pennington - 1500 American Blvd - Hopewell Bldg 5 (NJ2150) Pay and benefits information Pay range $115,000.00 - $160,000.00 annualized salary, offers to be determined based on experience, education and skill set. Discretionary incentive eligible This role is eligible to participate in the annual discretionary plan. Employees are eligible for an annual discretionary award based on their overall individual performance results and behaviors, the performance and contributions of their line of business and/or group; and the overall success of the Company. Benefits This role is currently benefits eligible. We provide industry-leading benefits, access to paid time off, resources and support to our employees so they can make a genuine impact and contribute to the sustainable growth of our business and the communities we serve. #J-18808-Ljbffr
Being a Great Place to Work is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates’ physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve.
Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations.
At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!
Job Description: This job is responsible for developing Human Resources (HR) strategies that impact large, complex business units within a major Line of Business (LOB). Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development. The HR Manager (Manager Development Consultant)
is focused on building management capability and effectiveness among mid-level managers in
Global Operations
through intentional and targeted actions that proactively accelerate progress around key enterprise priorities. This will be accomplished by working collaboratively within HR and the line of business to identify gaps and opportunities, develop impactful solutions and execute action plans that drive measurable results around mid-level manager growth and development. Candidates must be able to thrive in an agile and evolving environment and be solutions-oriented.
Responsibilities: Connects with managers on organizational and line of business priorities that may include, but are not limited to: Manage declining performance
Improving employee engagement
Career pathing for high potential managers
New manager onboarding
Executes 1:1 and small group coaching sessions for new managers or high potential managers or other managers as identified, connecting them back to enterprise resources and training and reinforcing sustainable and meaningful day to day actions and behavior changes that impact team effectiveness
Provides consolidated feedback to the enterprise manager development team and HR leadership on business needs, training and resources feedback, and recommends solutions that will best support client needs
Tracks and measures impact of manager interventions through impact of engagements and connections
Manages the strategic delivery of Enterprise and Line of Business (LOB) specific Human Resources (HR) priorities in addition to ensuring organizational effectiveness across talent acquisition, performance management, talent development and learning, succession planning, compensation, etc.
Applies lenses of operational excellence, organizational health, and opportunity and inclusion across all HR people processes
Partners with business leaders to ensure that programs and practices are in alignment with Enterprise culture and conduct principles, serving as a trusted advisor to leadership
Manages and influences critical workforce activities, including but not limited to headcount reporting and analytics, financials/expenses, promotions, opportunity and inclusion, performance, talent management, and key cross-HR initiatives
Collaborates with compensation, talent acquisition, and business partners to provide appropriate guidance on employee compensation, both at an individual level as well as in aggregate, while maintaining a focus on expense management
Leverages reporting tool results shared by HR Consultants to inform effective and strategic decision making
Required Qualifications: 5+ years of HR or Management experience with broad expertise across all areas of HR disciplines
Ability to demonstrate effective coaching skills and techniques
Experience working directly with & consulting business leaders on HR strategy
A proven track record in utilizing information to develop strategy, execute the strategy to produce significant business results
Experience in client management around complex strategic HR issues such as talent management, development & change management
Strong analytical skills – experience gathering & organizing large amounts of data
Exceptional relationship management skills, and the ability to develop strong interpersonal alliances at all levels, and connect with senior executives on both a business and a personal level
Designs, develops, and delivers on organizational development / effectiveness initiatives focused on improving performance, productivity, and team cohesiveness
Broad business acumen with a strategic mindset to uncover hidden opportunities to improve manager capabilities and leadership skills
Demonstrated ability as an enterprise/global thought leader who can proactively drive change and innovation
Leads talent planning initiatives, including critical assessment of talent and resource rationalization
Knows how to use and leverage: Excel and PowerPoint, Workday, Tableau, Learning resources, etc.
High level of integrity and objectivity to ensure proper outcomes are obtained; ability to handle confidential and proprietary information with discretion
Desired Qualifications: Strong project/process management skills; facilitation skills
Intellectually curious; constantly seeks to learn and advance his/her knowledge
Ability to prioritize work and deliver consistent results
International Coaching Federation (IFC) Certification
Bachelor’s Degree or equivalent experience
Skills: Adaptability
Executive Presence
Leadership Development
Prioritization
Relationship Building
Consulting
Decision Making
Fiscal Responsibility
Problem Solving
Workforce Planning
Business Acumen
Influence
Project Management
PowerPoint & Excel skills
Workforce Analytics
Shift: 1st shift (United States of America)
Hours Per Week: 40
Pay Transparency details US - NJ - Pennington - 1500 American Blvd - Hopewell Bldg 5 (NJ2150) Pay and benefits information Pay range $115,000.00 - $160,000.00 annualized salary, offers to be determined based on experience, education and skill set. Discretionary incentive eligible This role is eligible to participate in the annual discretionary plan. Employees are eligible for an annual discretionary award based on their overall individual performance results and behaviors, the performance and contributions of their line of business and/or group; and the overall success of the Company. Benefits This role is currently benefits eligible. We provide industry-leading benefits, access to paid time off, resources and support to our employees so they can make a genuine impact and contribute to the sustainable growth of our business and the communities we serve. #J-18808-Ljbffr