Senior HR Business Partner, Canadian Business Banking

BMO•Vancouver, BC

3d•CA$86,000 - CA$160,000•Hybrid

About The Position

Acts as a strategic thought partner and trusted advisor to Canadian Business Banking senior leadership teams across Distribution & Segment (HQ) within Canadian P&BB, helping to advance the business’ people strategy and optimize their human capital. Focused on 4 key areas of accountability: Talent Strategy Accountabilities, Strategic Advisory Accountabilities, Business Change Accountabilities, and Governance Accountabilities. Talent Strategy Accountabilities include developing and supporting the business in creating and delivering a strategic workforce plan, assessing and identifying talent gaps, designing a business-aligned talent strategy, participating in senior leader hiring, leading leadership and succession planning, ensuring alignment of performance management & total rewards, and supporting leaders in building development plans. Strategic Advisory Accountabilities involve assessing team and leader dynamics, providing coaching and advice on complex people issues, advising on critical talent management issues, reinforcing leaders' roles as people leaders, representing the voice of the business to Centres of Excellence, and assessing employee engagement. Business Change Accountabilities include assessing business change for HR and people impacts, developing and executing change management strategies and plans, guiding leaders in developing organization structures, recommending and implementing compensation initiatives, and assessing HR risk in business initiatives. Governance Accountabilities require understanding fundamental BMO HR practices, internal policies, external regulatory environments, and HR risk governance frameworks to guide day-to-day work, identifying and mitigating risks, promoting ethical practices, tracking key HR metrics, ensuring appropriate use of people data, and documenting identified risks and mitigation plans. Other responsibilities include managing resources, leading strategic initiatives, evaluating opportunities to improve effectiveness, acting as a prime subject matter expert, operating at a group/enterprise-wide level, applying expertise to complex situations, implementing changes in response to shifting trends, and taking measured risks in line with the Risk Management Framework.

Requirements

Typically 7+ years of relevant experience and post-secondary degree in related field of study or an equivalent combination of education and experience.
Appropriate HR designation (i.e. CHRP, ADR) preferred.
Seasoned professional with a combination of education, experience and industry knowledge.
Advanced level of proficiency: Strategy Development
Advanced level of proficiency: Strategic Planning
Advanced level of proficiency: Strategic Thinking
Advanced level of proficiency: Strategic Advising
Advanced level of proficiency: Strategic Influence
Advanced level of proficiency: Human Resource (HR) Change Management
Expert level of proficiency: Emotional Resilience
Expert level of proficiency: Curious Mindset
Expert level of proficiency: Contextual Thinking
Expert level of proficiency: HR Risk Management
Expert level of proficiency: Communication

Responsibilities

Develop and support the business in creating and delivering a strategic workforce plan with an execution roadmap, balancing the talent and skills that the business needs to buy, build and borrow.
Assess and identify current and future talent gaps (supply and demand) in the business and develop a talent strategy and plan to close the gaps.
Design a business-aligned talent strategy focused on attracting, developing & retaining talent with future focused skills to deliver on the business strategies and objectives.
Consider factors such as external/internal market trends, jurisdictional & regional differences and workforce mix & risks when designing the talent strategy.
Participate in the senior leader (Gr. 50+) hiring process.
Lead leadership and succession planning for business supported.
Ensure alignment of performance management & total rewards strategy and plans to overall people strategy.
Support leaders in building and implementing development plans to create leaders with future focused skills.
Assess team and leader dynamics and effectiveness and observe individual behaviours to deliver actionable feedback to enhance performance and deliver business priorities.
Provide ongoing coaching and advice to business leaders on complex people issues taking into consideration risk, governance, and cross Line of Business impacts.
Advise on critical talent management issues and develop relevant solutions to resolve.
Reinforce to business leaders their role as people leaders and their impact on employee experience.
Consider both the enterprise and jurisdiction lens when representing the voice of the business when providing input to the development & execution of Centres of Excellence programs.
Assess employee engagement and identify areas for improvement.
Advance, advocate for and role model inclusion and Winning Culture.
Assess the business change for human resources and people impacts using effective challenge, understand the associated risks, and cross Line of Business impacts.
Develop and deliver the talent management levers to execute against the talent strategy and activate Centres of Excellence / People, Process & Change Teams for expertise, where needed.
Build and execute change management strategies and plans to deliver people solutions for your Line of Business and ensure seamless execution, leveraging best practices to enhance consistency, mitigating risks, and eliminating duplication of efforts.
Guide leaders in the development of organization structures aligned with business strategy and Organizational Design principles.
Recommend and implement the design, development and implementation of compensation initiatives to enable business and talent strategies.
Assess the HR risk in any business initiative (e.g., Initiative Assessment Approval Process (IAAP) reviews, Business Continuity Planning, etc.).
Understand fundamental BMO HR practices (i.e., Employee Relations, compensation, data governance, regulatory compliance, organizational design) to be able to assess HR risk and engage the subject matter experts when needed, to support and mitigate associated gaps.
Understand internal policies, practices & processes, external regulatory environments and HR risk governance frameworks to guide day to day work.
Identify types of risks, such as employee relations issues, compliance gaps, policy breaches and speak Up and engage the right teams for their awareness and develop plans to mitigate risk.
Promote ethical practices in decision-making related to workforce management, talent development and organizational culture.
Track key HR metrics (e.g., turnover, culture, conduct, etc.) to identify trends and governance issues; develop appropriate plans to address insights.
Play a key role in ensuring appropriate use of people data and ensure HR risk is managed.
Ensure appropriate documentation of identified risk, approvals, mitigation plans and associated outcomes.
Manages resources and leads the execution of strategic initiatives to deliver on business and financial goals.
Evaluates opportunities and develops tools to improve effectiveness.
Acts as the prime subject matter expert for internal/external stakeholders.
Operates at a group/enterprise-wide level and serves as a specialist resource to senior leaders and stakeholders.
Applies expertise and thinks creatively to address unique or ambiguous situations and to find solutions to problems that can be complex and non-routine.
Implements changes in response to shifting trends.
Broader work or accountabilities may be assigned as needed.
Take measured risks while protecting the bank by applying our Risk Management Framework in the execution of your role, in line with our Risk Culture and within our approved Risk Appetite, making sound and risk informed decisions that align to business strategy, protect assets, and adhere to applicable policy documents (Frameworks, Policies, Standards, Procedures and Supporting documents), laws and regulations.