Human Resources Manager - Chief Financial Officer (CFO)

Bank of America • New York, NY

249d • $115,000 - $160,000

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 is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates' physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve. Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations. At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us! 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. The Human Resources Manager will be a member of the Chief Financial Officer (CFO) HR team. The CFO Group is responsible for the overall financial management of our company. This includes accounting, financial and regulatory reporting, balance sheet management, financial planning and analysis, treasury, investor relations, corporate investments and tax.

Requirements

• 5+ years of HR generalist experience.
• Experience in client management around complex strategic HR issues such as talent management, employee relations, org design/development, change management, etc.
• Must have experience working directly with/consulting a business leader on HR strategy.
• Proven track record in developing strategy and proactively driving change to help drive business results and execute on key initiatives.
• Experience supporting technically complex and geographically dispersed groups of associates.
• Experience managing in a fast-paced, rapidly-changing, and highly complex environment.
• Demonstrated ability as an enterprise/global thought leader who can proactively drive change and innovation.
• Deep technical HR competence with the ability to influence using a balance of technical HR expertise, business acumen, and relationship skills.
• Superb relationship management skills, and the ability to develop strong interpersonal alliances at all levels, and connect with senior executives on both a business and a personal level.
• Deep and broad business acumen with a strategic mindset to uncover hidden opportunities that create value through improved processes, competitive advantage, and innovation.

Nice To Haves

• Knowledge of LOB and the regulatory environment is a plus.
• Strong Microsoft Office and PowerPoint skills/written presentation skills.
• Project management 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 HR Executive and 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.

Benefits

• Industry-leading benefits.
• Access to paid time off.
• Resources and support to employees.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Industry: Credit Intermediation and Related Activities
• Education Level: Bachelor's degree