Business Support Manager II

Bank of America•Pennington, AL

1d•$102,200 - $158,000•Hybrid

About The Position

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 and providing a culture of caring is core to how we drive Responsible Growth. We are intentional about fostering an inclusive workplace where every teammate has the opportunity to succeed, build a career and contribute to our shared success. This includes attracting and developing exceptional talent, recognizing and rewarding performance, and supporting our teammates’ physical, emotional, and financial wellness through affordable, competitive and flexible benefits. We value the unique perspectives individuals bring from all backgrounds and career paths - whether shaped by military service, community college education, or a wide range of work and life experiences. These journeys foster resilience, leadership and innovation, strengthening our workforce and positively impact the communities we serve. Bank of America is committed to an in-office culture that supports collaboration, engagement, and career development. Our approach includes clear in-office expectations, while providing an appropriate level of flexibility based on role-specific responsibilities and business needs. At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us! Manages diverse administrative functions usually for a very large, complex department or for a complete line of business that may be regional or national in scope, often requiring associates in one or more location. Functions managed may include: financial control/budgeting and consolidation, personnel processes, audit/compliance, premises, and coordination of certain projects, associate training, service quality, process improvement, business continuity, or communication. Consults with senior management in evaluating current methods and developing strategies to implement changes and improvements. Requires a thorough knowledge of the department or business units functional area or products. Working knowledge of general bank policies, programs and procedures and financial/accounting practices. Generally has full management responsibility over a relatively large team and may manage one or more levels of managers. Leads the support/administrative functions for a somewhat large department usually at a local level. Responsibilities may include budget analysis and recommendations, operations analysis, identification and resolution of work flow issues, associate training, service quality, process improvement. Resolves personnel, audit and/or budget issues by researching and analyzing unusual problems, administers bank programs and policies and provides interpretation to department. Requires an in-depth knowledge of bank policies and programs and of the departments functional operations. May direct workflow activities. The Business Operations Management team provides multi-disciplinary horizontal support for Wealth Management Operations (WMO) business priorities and deliverables.

Requirements

2+ years of experience in Global Operations as a process owner, project manager, business support manager, workforce enablement leader, or similar role supporting organizational programs and business priorities
2+ year of direct people leadership experience, including coaching, employee development, prioritization, performance management, and fostering an inclusive, high-performing team environment
1+ year partnering with senior leaders, Human Resources, and cross-functional teams to find workforce needs, implement business solutions, and improve organizational effectiveness through data-driven decision making
Demonstrated experience leading workforce, onboarding, learning, procedure management, or employee development initiatives from planning through implementation, resulting in measurable business outcomes, risk reduction, enhanced employee experience, and/or operational improvements
Experience coaching individuals and teams to achieve performance goals while developing talent, strengthening engagement, and supporting succession planning efforts
Experience using workforce metrics, training data, employee feedback, scorecards, KPIs, and trend analysis to develop actionable recommendations and drive continuous improvement
2+ years of experience balancing multiple strategic priorities, managing competing demands, and adapting to organizational changes while successfully delivering results
Experience developing executive-ready presentations, communications, reporting, and recommendations for diverse stakeholder groups and leadership audiences
Proven ability to influence without direct authority and drive execution across a highly matrixed organization.
Intermediate Microsoft 365 ability, including Excel (pivot tables, lookup functions, data analysis), PowerPoint (executive-level presentations), Teams facilitation, and Copilot adoption

Nice To Haves

Knowledge of Wealth Management Operations functions, targeted client experiences, products, and business partner organizations
Experience supporting Talent Acquisition, onboarding, workforce planning, learning and development, mandatory training, job architecture, early talent programs, or employee capability initiatives
Experience leading organizational change, employee engagement, knowledge management, or workforce transformation efforts
Experience with procedure governance, process documentation, audit readiness, operational controls, and regulatory requirements
Experience developing future leaders through coaching, mentoring, and talent development programs

Responsibilities

Provides strategic leadership and governance for Workforce Enablement programs, aligning talent, learning, procedure management, and workforce strategies with organizational priorities and business objectives
Leads the end-to-end workforce lifecycle, including workforce planning, hiring strategy, onboarding, job architecture, early talent initiatives, employee readiness, and workforce enablement programs.
Partners with Human Resources, Talent Acquisition, Learning & Development, senior leaders, and key stakeholders to identify workforce needs and implement scalable solutions that enhance employee experience and organizational effectiveness.
Leverages workforce analytics, business intelligence, and performance metrics to assess program effectiveness, identify trends, support executive decision-making, and drive continuous improvement.
Directs the governance, maintenance, prioritization, and continuous enhancement of departmental procedures, ensuring adherence to enterprise standards, operational requirements, and regulatory expectations.
Leads strategic communications, change management, and adoption efforts that advance workforce initiatives, organizational transformation, and business performance.
Builds and develops a high-performing, inclusive team through coaching, succession planning, talent development, and performance management practices that strengthen organizational capability and leadership readiness.
Models an inclusive environment for employees and clients, aligned to company Great Place to Work goals
Demonstrates deep process knowledge, operational excellence and innovation through a focus on simplicity, data based decision making and continuous improvement
Communicates enterprise decisions, purpose, and results, and connects to team strategy, priorities and contributions
Ensures proper risk discipline, controls and culture are in place to identify, escalate and debate issues
Provides inspection, coaching and feedback to motivate, differentiate and improve performance
Actively manages expenses and budgets in alignment with objectives, making sound financial decisions
Assesses talent and builds bench strength for roles across the organization
Delivers results by effectively prioritizing, inspecting and appropriately delegating team work