HR BP Manager

Banco Itaú (Suisse) SA•Miami, FL

About The Position

The HR BP Manager will partner directly with the Chief Human Resources Officer (CHRO) to execute the U.S. commercial banking strategy. This role will lead the design and scaling of the HR function, supporting business growth with a focus on mortgage lending expansion, CRA obligations, and regulated banking operations. The role also provides oversight to HR Business Partners across Private Bank, Asset Management, and Institutional Broker-Dealer businesses in the U.S., Switzerland, and the Bahamas, ensuring consistent delivery of HR strategy, governance, and service quality across regions. This position requires a seasoned HR leader with strong commercial banking experience, capable of translating business priorities into actionable HR strategies across talent, organizational design, and regulatory compliance.

Requirements

8+ years of HR experience, with strong exposure to commercial banking or financial services
Proven experience supporting: Mortgage lending businesses and/or retail/commercial banking, Regulated environments (U.S. preferred)
Deep understanding of: Commercial banking workforce models, Mortgage lending talent dynamics, Strong knowledge of: HR compliance in regulated environments
Strategic thinker with strong execution capability
Ability to operate in high-growth, evolving environments
Strong stakeholder management, including senior executives
Analytical and structured approach to HR problem-solving
High level of ownership and adaptability
Comfortable navigating regulatory complexity and growth simultaneously

Nice To Haves

Experience in scaling organizations or supporting new business buildouts preferred
Deep understanding of: CRA and community development frameworks (preferred)

Responsibilities

Provide oversight and direction to HR Business Partners supporting Private Bank, Asset Management, and Institutional Broker-Dealer businesses across the U.S., Switzerland, and Bahamas, ensuring consistent delivery of HR strategy, governance, and service quality across regions.
Drive alignment across geographies by standardizing HR practices, ensuring adherence to global frameworks while adapting to local regulatory and business requirements.
Act as a trusted advisor to business leaders and the CHRO on workforce strategy aligned with the bank’s growth roadmap.
Translate the business plan into workforce, capability, and organizational priorities, particularly in: Mortgage lending build-out, Credit and banking services expansion, CRA-related initiatives and community engagement programs.
Support phased growth plans ensuring alignment between hiring, onboarding capacity, and operational readiness.
Lead the workforce planning for key areas including: Mortgage lending teams, Credit risk, operations, and compliance, CRA and community development roles.
Develop workforce plans linked to business growth assumptions, including phased hiring tied to product rollout timelines.
Ensure recruitment strategies reflect the bank’s multilingual, relationship-driven client model.
Support the design and evolution of the organizational structure as the bank scales from wealth-focused operations to full-service commercial banking.
Partner with leadership to ensure appropriate span, layers, and governance structures aligned with regulatory expectations.
Drive clarity in roles, reporting lines, and operating model across first, second, and third lines of defense.
Partner with the Compensation area, supporting the design of competitive and compliant compensation structures for: Mortgage lending teams (including incentive plans), Commercial banking roles, Risk and control functions.
Ensure alignment with regulatory guidance and internal governance frameworks.
Support HR Operations in ensuring HR practices comply with U.S. banking regulations, including: Fair lending and employment practices, CRA-related workforce and community engagement components.
Partner with Compliance and Risk to support: Regulatory readiness, Audit and examination processes.
Contribute to embedding risk culture and three-lines-of-defense mindset across the organization.