Senior Lead Strategy & Planning Consultant, Branch Growth & Enablement

Wells Fargo•Irving, TX

1d•Hybrid

About The Position

About this role: Wells Fargo is seeking a Senior Lead Strategy & Planning Consultant – Role Strategy, Design & Enablement within Consumer Banking and Lending (CBL) to support optimization of the branch operating model and accelerate growth. This role is accountable for enterprise-level role strategy—defining and activating branch role architectures, capability models, and enablement frameworks that translate business priorities into measurable performance outcomes. As part of National Branch Growth and Enablement, this role applies rigorous quantitative analysis, scenario modeling, benchmarking, and financial and operational trade-off analysis to design roles and operating models that drive growth, productivity, and risk management at scale. The consultant serves as a strategic advisor to senior leaders, ensuring role strategies are grounded in data, aligned to enterprise priorities, and supported by clear success metrics and ongoing performance monitoring. This position leads cross-functional initiatives to establish role clarity, optimize job families, and align accountabilities, capabilities, and performance expectations across the branch network. In close partnership with HR, Risk, Finance, and enterprise stakeholders, the role designs future-state roles and workforce enablement strategies supported by analytics, performance insights, and governance disciplines. Success requires a strong enterprise perspective, advanced strategic problem-solving, systems thinking, and analytical rigor. In this role, you will: Lead enterprise-wide strategy initiatives and guide the resolution of highly complex business challenges requiring long-term vision and innovation. Translate complex data, analytics, financial impacts, and future‑state scenarios into clear, executive-ready insights and recommendations. Influence senior and executive leaders across HR, finance, operations, analytics, and field organizations to drive enterprise-scale change without authority. Develop future-state models, benchmarking insights, and quantitative analyses that shape business strategy and operating models. Establish scalable role architectures, job families, accountability models, and span-of-control structures aligned to productivity, cost-to-serve, and risk insights. Drive role simplification and standardization through fact-based assessments, impact analysis, and alignment to enterprise priorities. Design roles with integrated responsibilities, decision rights, skills, performance expectations, and risk ownership linked to KPIs and business outcomes. Conduct structured risk, control, and process assessments to ensure roles support compliance, efficiency, and clarity. Identify capability gaps using workforce analytics, skills data, and forecasting, then design strategies to close them. Partner with HR and learning teams to develop role-based learning paths, progression models, and proficiency frameworks. Reinforce a performance-driven culture through analytics, feedback loops, and performance insights. Create role playbooks, decision frameworks, escalation paths, and enablement tools that support consistency and execution. Establish governance standards, decision criteria, and success measures to ensure role strategy is scalable, aligned, and risk-aware. Serve as a trusted advisor to executive leadership on role strategy, workforce design, and organizational effectiveness. Own end‑to‑end delivery of role strategy initiatives with rigorous execution tracking, performance monitoring, and disciplined leadership.

Requirements

7+ years of Strategy and Planning experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
5+ of banking, financial services or branch banking experience

Nice To Haves

Experience leading enterprise‑level strategies and initiatives supporting branch banking operating models
5+ years of management or leadership experience
Experience in role strategy, workforce design, or operating model design; strong knowledge of branch operating models and branch roles
Demonstrated ability to translate strategy into role architectures, capabilities, and performance expectations at scale
Executive-level strategic planning and execution experience
Advanced analytical capability, including synthesizing complex datasets into executive-ready insights and recommendations
Strong stakeholder management, change leadership, and independent execution skills
Ability to travel up to 25% of the time
Candidate will be expected to work onsite at one of the stated locations in the job posting on a hybrid schedule
This position is not eligible for Visa sponsorship

Responsibilities

Lead enterprise-wide strategy initiatives and guide the resolution of highly complex business challenges requiring long-term vision and innovation.
Translate complex data, analytics, financial impacts, and future‑state scenarios into clear, executive-ready insights and recommendations.
Influence senior and executive leaders across HR, finance, operations, analytics, and field organizations to drive enterprise-scale change without authority.
Develop future-state models, benchmarking insights, and quantitative analyses that shape business strategy and operating models.
Establish scalable role architectures, job families, accountability models, and span-of-control structures aligned to productivity, cost-to-serve, and risk insights.
Drive role simplification and standardization through fact-based assessments, impact analysis, and alignment to enterprise priorities.
Design roles with integrated responsibilities, decision rights, skills, performance expectations, and risk ownership linked to KPIs and business outcomes.
Conduct structured risk, control, and process assessments to ensure roles support compliance, efficiency, and clarity.
Identify capability gaps using workforce analytics, skills data, and forecasting, then design strategies to close them.
Partner with HR and learning teams to develop role-based learning paths, progression models, and proficiency frameworks.
Reinforce a performance-driven culture through analytics, feedback loops, and performance insights.
Create role playbooks, decision frameworks, escalation paths, and enablement tools that support consistency and execution.
Establish governance standards, decision criteria, and success measures to ensure role strategy is scalable, aligned, and risk-aware.
Serve as a trusted advisor to executive leadership on role strategy, workforce design, and organizational effectiveness.
Own end‑to‑end delivery of role strategy initiatives with rigorous execution tracking, performance monitoring, and disciplined leadership.