HR Manager (Manager Capability Coach)

Bank of America•Plano, TX

4d•Onsite

About The Position

The HR Manager (Manager Capability Coach) develops HR strategies that impact large, complex business units within a major Line of Business and executes tactical plans to support strategic objectives and organizational effectiveness. The role supports a range of HR activities, including talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development. Across Consumer, Retail & Preferred, the Manager Capability Coach builds manager capability and strengthens leadership effectiveness. Working with business leaders and HR partners, the role identifies capability gaps and emerging needs and delivers targeted coaching and practical solutions aligned with business and enterprise priorities. The coach advises managers in large-scale, complex operations on leadership practices, people matters, HR policies and guidelines, and the use of enterprise HR resources and tools. The role requires strong coaching and influencing skills, sound judgment, independent work, and a solutions-oriented approach in a fast-paced, evolving environment.

Requirements

At least 5 years of HR, people management, leadership coaching, or related experience.
Demonstrated experience coaching managers to strengthen leadership effectiveness and influence behavior change.
Ability to influence, challenge, and provide candid feedback to managers, including when they resist feedback or change.
Experience consulting with business leaders on complex employee and HR matters and applying sound judgment and established policies and guidelines.
Strong judgment and problem-solving skills, including assessing complex situations, identifying options, and recommending or driving solutions.
Ability to work independently and manage high-volume competing priorities in a fast-paced, changing environment.
Strong relationship management and consulting skills, with the ability to build credibility and trust with managers, business leaders, and HR partners.
Ability to identify recurring needs or capability gaps and translate them into practical, scalable solutions.
Ability to use data and information to identify trends, generate insights, and inform actions.
Strong written and verbal communication skills, including communicating complex or sensitive topics clearly and effectively.
High integrity and discretion in handling confidential and sensitive information.

Nice To Haves

Experience designing or delivering manager development, leadership effectiveness, coaching, or related programs and resources.
Experience supporting large-scale or complex operational organizations.
Strong analytical skills and experience organizing and interpreting data to identify trends and opportunities.
Experience with Excel, PowerPoint, Workday, Teams, SharePoint, or similar business and HR tools.
Curiosity and commitment to continuous learning.
Bachelor's degree or equivalent experience.

Responsibilities

Build manager capability through targeted coaching aligned with organizational, business, and enterprise priorities, including performance management and workplace policies.
Provide individual and group coaching to help managers strengthen leadership practices, address people challenges, and develop sustainable behaviors that improve team effectiveness.
Coach managers through complex people matters, applying established HR policies and guidelines, recommending solutions, driving issues toward resolution, and engaging other HR partners when appropriate.
Constructively influence and challenge managers, including those resistant to feedback or change, while building trust and reinforcing accountability.
Partner with HR and business leaders to identify capability gaps and emerging needs and prioritize coaching and interventions.
Identify recurring manager needs and develop scalable solutions, such as tools, resources, and group coaching.
Use data and feedback to identify trends, evaluate coaching effectiveness, and provide actionable insights to HR leaders and enterprise partners.
Apply operational excellence, organizational health, risk, and inclusion perspectives to coaching and people-related practices.
Independently manage a high volume of coaching and people matters, prioritize competing needs, and adjust as business priorities change.
Partner with peers to share best practices, align coaching approaches, and strengthen manager support.