HR Manager - GCIB Program Management

Bank of America•New York, NY

1d•$120,000 - $160,000•Onsite

About The Position

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. This role will focus on HR and business management activities for the Global Corporate and Investment Banking (GCIB) Program Management team. Reporting to the Global Head of Program Management for GCIB, the role will serve as a key strategic partner to both business leaders and all facets of HR. This role requires a highly effective relationship builder, a structured thinker, a proactive problem-solver who can serve as both conductor and hands-on contributor in a fast moving environment.

Requirements

5+ years of HR and business management related experience
Experience in client management around strategic HR issues such as talent management, employee relations, org design/development, change management, etc.
Proven track record in developing strategy and proactively driving change to help drive business results and execute on key initiatives
Must have strong MS EXCEL skills (familiar with complex pivot tables, data manipulation, filtering, lookups)
MUST have ability and demonstrated experience to assimilate data into a results-based story and effectively present the results; including the ability to develop concise, effective senior level PowerPoint presentations, with guidance from HR leadership
Strong analytical skills – experience gathering and organizing large amounts of data. Must be HIGHLY proficient with larger volumes of data and reporting
MUST have strong project management experience; prioritize the work, manage the delivery, scheduling, & follow up
Proven track record designing/redesigning processes with a focus on efficiency
Highly organized with keen attention to detail and accuracy as their work output will be used by senior executives in GHR and the line of business
Ability to think proactively and balance multiple needs, requests and goals
Comfortable working with ambiguity and rapidly changing priorities
Excellent relationship and communication (e.g., verbal, written and presentation) skills

Nice To Haves

HR generalist and finance background preferable
Knowledge of LOB and the regulatory environment is a plus
Project and change management experience
Proficiency with Workday reporting, Tableau (or similar HR Reporting tools) and SharePoint Administration experience

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.
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