Sr. HR Business Partner - US Wealth

Bank of Montreal • Chicago, IL

5d

About The Position

Acts as a strategic thought partner and trusted advisor to the US Wealth Line of Business’s senior leadership team, helping advance the business’s people strategy and optimize human capital. The role focuses on talent strategy, strategic advisory, business change, and governance. It operates at a group/enterprise-wide level and serves as a specialist resource to senior leaders and stakeholders, addressing complex and non-routine situations and adapting to shifting trends.

The position manages resources and leads strategic initiatives that support business and financial goals, evaluates opportunities to improve effectiveness, and acts as a subject matter expert for internal and external stakeholders. It applies BMO’s Risk Management Framework and Risk Culture, making sound, risk-informed decisions aligned with business strategy, applicable policies, laws, and regulations.

Requirements

• Typically 7 or more years of relevant experience.
• Post-secondary degree in a related field of study, or an equivalent combination of education and experience.
• Seasoned professional with a combination of education, experience, and industry knowledge.
• Advanced proficiency in strategy development, strategic planning, strategic thinking, strategic advising, strategic influence, human resources (HR), and change management.
• Expert proficiency in emotional resilience, curious mindset, contextual thinking, HR risk management, and communication.

Nice To Haves

• An appropriate HR designation, such as CHRP or ADR, is preferred.

Responsibilities

• Develop and support strategic workforce plans and execution roadmaps that balance talent and skills to buy, build, or borrow.
• Assess current and future talent gaps and develop plans to close them.
• Design talent strategies to attract, develop, and retain talent with future-focused skills, considering market trends, jurisdictional and regional differences, workforce mix, and risks.
• Participate in senior leader (Gr. 50+) hiring processes.
• Lead leadership and succession planning for the supported business.
• Align performance management and total rewards strategies and plans with the overall people strategy.
• Support leaders in creating and implementing development plans to build future-focused leadership skills.
• Assess team and leader dynamics and effectiveness, observe individual behaviours, and provide actionable feedback to improve performance and deliver business priorities.
• Coach and advise business leaders on complex people issues, considering risk, governance, and cross-Line-of-Business impacts.
• Advise on critical talent management issues and develop solutions.
• Reinforce leaders’ responsibilities as people leaders and their impact on employee experience.
• Represent the business’s perspective in developing and executing Centres of Excellence programs, considering enterprise and jurisdictional perspectives.
• Assess employee engagement and identify areas for improvement.
• Advance, advocate for, and role-model inclusion and Winning Culture.
• Assess the human resources and people impacts of business change, challenge effectively, and consider associated risks and cross-Line-of-Business impacts.
• Develop and deliver talent management levers to execute the talent strategy, activating Centres of Excellence and People, Process & Change teams as needed.
• Build and execute change management strategies and plans, leveraging best practices to improve consistency, mitigate risks, and eliminate duplicated effort.
• Guide leaders in developing organizational structures aligned with business strategy and Organizational Design principles.
• Recommend and implement compensation initiatives that enable business and talent strategies.
• Assess HR risk in business initiatives, including IAAP reviews and Business Continuity Planning.
• Apply knowledge of HR practices, policies, processes, regulatory environments, and risk governance frameworks; engage subject matter experts when needed.
• Identify HR risks such as employee relations issues, compliance gaps, and policy breaches; engage appropriate teams and develop mitigation plans.
• Promote ethical decision-making in workforce management, talent development, and organizational culture.
• Track HR metrics such as turnover, culture, and conduct to identify trends and governance issues, and develop plans to address findings.
• Help ensure appropriate use of people data and management of HR risk.
• Document identified risks, approvals, mitigation plans, and outcomes appropriately.
• Manage resources and lead strategic initiatives to deliver business and financial goals.
• Evaluate opportunities and develop tools to improve effectiveness.
• Take measured risks while protecting the bank and adhering to the Risk Management Framework, approved Risk Appetite, policies, laws, and regulations.
• Perform other broader work or accountabilities as assigned.

Benefits

• Health insurance
• Tuition reimbursement
• Accident insurance
• Life insurance
• Retirement savings plans
• Performance-based incentives, discretionary bonuses, and other perks and rewards may be included in the total compensation package.
• Training and coaching, manager support, and network-building opportunities

What This Job Offers

• Job Type: Full-time
• Career Level: Senior