Job Description
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. Responsible Growth is how we run our company and how we deliver for our clients, teammates, communities and shareholders every day.
One of the keys to driving Responsible Growth is being a great place to work for our teammates around the world. We’re devoted to being a diverse and inclusive workplace for everyone. We hire individuals with a broad range of backgrounds and experiences and invest heavily in our teammates and their families by offering competitive benefits to support their physical, emotional, and financial well-being.
Bank of America believes both in the importance of working together and offering flexibility to our employees. We use a multi-faceted approach for flexibility, depending on the various roles in our organization.
Working at Bank of America will give you a great career with opportunities to learn, grow and make an impact, along with the power to make a difference. 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.
Global Financial Control (GFC), within the Chief Financial Officer (CFO) organization, is responsible for managing and executing consolidated financial reporting and legal entity reporting through its 3 key areas: Controllership, Specialist Areas (Global Reg Reporting, Tax) and Regional (country) Controllership.
The GFC Human Resources Manager will provide HR support for GFC executives and partner across the Company to provide effective HR solutions that impact large, complex units which are global in scope. The HR Manager develops and executes tactical plans to achieve strategic objectives, and combines strong organizational development and change management skills with core HR skills (staffing, compensation, associate relations) to help the business achieve its objectives.
To be successful in this role, the individual must have the ability to think strategically yet be comfortable with diving deep into data and process. Strong problem resolution skills and a background in working in a regulated environment is preferred.
Responsibilities:
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.
Facilitates change through organization design and operationalization of organizational models.
Applies lenses of operational excellence, organizational health, and diversity and inclusion across all HR people processes, leveraging data analysis to provide support and direction to business leaders
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, diversity and inclusion, performance, talent management, and key cross-HR initiatives
Supports leaders through the year-end compensation process, partners with the Talent team to facilitate talent planning initiatives, including critical assessment of talent and resource rationalization.
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 Generalist experience - broad experience across all areas of HR
Extensive experience in client management around complex strategic HR issues such as talent management, org design/development, change management, etc.
Experience working directly with/consulting a business leader on HR strategy
A proven track record in developing strategy and driving change to help drive business results and execute on key initiatives
Experience supporting technically complex and geographically dispersed groups of associates.
Experience managing in a fast-paced, rapidly changing, and highly complex environment.
Demonstrated ability as an enterprise/global thought leader who can proactively drive change and innovation.
Deep technical HR competence with the ability to influence using a balance of technical HR expertise, business acumen, and relationship skills.
Superb 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.
Deep and broad business acumen with a strategic mindset to uncover hidden opportunities that create value through improved processes, competitive advantage, and innovation.
Desired Qualifications:
Knowledge of Finance is a plus
Strong Microsoft Office skills, written/verbal presentation skills
Project management experience
Skills:
Adaptability
Executive Presence
Leadership Development
Prioritization
Relationship Building
Consulting
Decision Making
Fiscal Responsibility
Problem Solving
Workforce Planning
Business Acumen
Influence
Project Management
Strategy Planning and Development
Workforce Analytics
Minimum Education Requirement:
• Bachelor’s Degree in related field or equivalent work experience
Shift:
1st shift (United States of America)Hours Per Week:
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