Human Resources Executive - Merrill Wealth Management

Bank of America • New York, NY

1d • $165,000 - $230,000 • Onsite

About The Position

The Human Resources Executive (HRE) is a member of the Merrill Wealth Management HR team and serves as the strategic HR partner for the Investment Solutions Group (ISG) and Chief Investment Office (CIO). The role reports directly to the Human Resources Executive for Merrill. ISG and CIO support Consumer Investments, Merrill, and Bank of America Private Bank by shaping the firm’s investment platform, developing investment strategies and solutions, conducting investment research and due diligence, and providing guidance that supports advisors and clients.

The position advises business unit executives and senior-level managers on HR matters and leads strategic planning, development, execution, and administration of HR policies and programs aligned with business priorities. The successful candidate is an experienced HR generalist with expertise across organizational design and development, change management, talent acquisition, compensation, employee relations, workforce planning, and leadership development. The role also calls for strong business acumen, financial discipline, influence, thought leadership, and attention to detail.

The role is based at Bank of America Tower, One Bryant Park, New York, New York. Bank of America describes its work culture as in-office, with role-specific flexibility based on responsibilities and business needs. The position is a first-shift role with 40 hours per week. The annualized salary range is $165,000–$230,000, with offers determined by experience, education, and skill set. It is eligible for an annual discretionary incentive plan and company benefits, including paid time off.

Requirements

• 10 or more years of Human Resources leadership experience, with a proven record of advancement and business success.
• Deep technical HR competence, including HR generalist experience and broad knowledge across HR disciplines; ability to influence through HR expertise, business acumen, and relationship skills.
• Excellent relationship management skills and ability to build interpersonal alliances at all levels and connect with senior executives on business and personal levels.
• Experience advising clients on strategic HR issues, such as talent management, compensation, organizational design and development, and change management.
• Demonstrated ability to act as an enterprise thought leader and proactively drive change and innovation.
• Professional demeanor and outstanding communication, presentation, and negotiation skills.
• Experience analyzing and interpreting organizational and workforce-planning data and communicating its implications.
• Ability to partner with leadership functions including Finance, Technology, Talent Acquisition, Learning, Leadership and Development, and Compensation.
• Strong Microsoft Office and written presentation skills.

Nice To Haves

• Client-facing experience.
• Knowledge of a line of business and the regulatory environment.
• Experience supporting complex businesses such as investment banking, wealth management, or staff support functions in Risk or CFO.

Responsibilities

• Establish strategy for enterprise and line-of-business HR priorities and ensure organizational effectiveness across talent acquisition, performance management, talent development and learning, succession planning, and compensation.
• Apply operational excellence, organizational health, opportunity, and inclusion perspectives across HR people processes.
• Partner with senior business leaders to align programs and practices with enterprise culture and conduct principles, serving as a trusted advisor.
• Oversee and define strategy for workforce activities, including headcount reporting and analytics, financials and expenses, promotions, opportunity and inclusion, performance, talent management, and cross-HR initiatives.
• Build effective teams, develop talent, manage risk, and foster an inclusive environment that values varied skills, experiences, and perspectives.
• Ensure effective use of HR systems and reporting tools, including Workday and Tableau, to support strategic decision-making.
• Partner with business leadership, Talent Acquisition, Finance, and Compensation on headcount planning and the end-to-end hiring and offer process.
• Participate in talent planning, including critical talent assessment, employee development, coaching, and resource rationalization.
• Onboard new leaders and provide ongoing executive coaching.
• Lead the year-end compensation process and partner with Compensation on in-year market assessments.
• Design, develop, and deliver organizational development and effectiveness initiatives to improve performance, productivity, and team cohesion.
• Drive change and organizational health through organization design, efficient organizational models, and effective workforce planning.
• Lead initiatives focused on culture and conduct, employee satisfaction, opportunity and inclusion, learning, and leadership development.
• Engage Employee Relations, Legal, and/or Compliance teams on people-related situations across both client groups.
• Lead and develop the HR Manager supporting the businesses, providing direction, coaching, and strategic guidance to strengthen HR effectiveness and organizational outcomes and deliver a consistent client experience.
• Lead or participate in line-of-business HR initiatives.

Benefits

• Benefits eligibility and access to company benefits.
• Paid time off.
• Eligibility to participate in the annual discretionary incentive plan, with awards based on individual performance and behaviors, line-of-business and/or group performance and contributions, and overall company success.
• Resources and support for employees.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed