Sr. HR Business Partner - US Wealth

BMO • Los Angeles, CA

7d • $100,000 - $220,000

About The Position

The Sr. HR Business Partner acts as a strategic thought partner and trusted advisor to the US Wealth Line of Business’s senior leadership team, advancing its people strategy and optimizing human capital. The role operates at a group or enterprise-wide level and serves as a specialist resource to senior leaders and stakeholders. It manages resources and leads strategic initiatives that support business and financial goals, identifies opportunities and develops tools to improve effectiveness, and acts as a subject matter expert for internal and external stakeholders. The role also applies expertise and creative problem-solving to complex or ambiguous situations and implements changes in response to shifting trends.

The position works across talent strategy, strategic advisory, business change, and governance. It develops workforce and talent plans, advises leaders on people matters, assesses the human-resource impacts and risks of business changes, and supports appropriate governance of HR practices and people data. Broader work or accountabilities may be assigned as needed. The role is expected to apply BMO’s Risk Management Framework and Risk Culture, make sound risk-informed decisions within approved Risk Appetite, protect assets, and comply with applicable policies, laws, and regulations.

Requirements

• Typically 7 or more years of relevant experience.
• A 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, and human resource 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 address them.
• Design talent strategies to attract, develop, and retain employees with future-focused skills, considering market trends, regional and jurisdictional differences, workforce mix, and risks.
• Participate in senior-leader (Grade 50+) hiring processes.
• Lead leadership and succession planning for the supported business.
• Align performance management and total rewards plans with the overall people strategy.
• Support leaders in developing plans to build future-focused leadership skills.
• Assess team and leader dynamics and effectiveness, observe individual behaviours, and provide actionable feedback.
• 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 perspective in the development and execution of Centres of Excellence programs, considering enterprise and jurisdictional perspectives.
• Assess employee engagement and identify opportunities for improvement.
• Advance, advocate for, and role-model inclusion and Winning Culture.
• Assess the HR and people impacts of business changes, applying effective challenge and considering associated risks and cross-Line-of-Business impacts.
• Develop and deliver talent-management levers to execute the talent strategy, engaging Centres of Excellence or People, Process & Change Teams when needed.
• Build and execute change-management strategies and plans for people solutions, using best practices to improve consistency, mitigate risk, and prevent duplication.
• 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 Initiative Assessment Approval Process reviews and Business Continuity Planning.
• Apply knowledge of HR practices—including employee relations, compensation, data governance, regulatory compliance, and organizational design—to assess risk and engage subject-matter experts as needed.
• Use internal policies, practices, processes, external regulatory environments, and HR risk governance frameworks to guide day-to-day work.
• Identify employee-relations issues, compliance gaps, policy breaches, and Speak Up matters; engage appropriate teams and develop risk-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 them.
• 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.
• Serve as a subject-matter expert to internal and external stakeholders and a specialist resource to senior leaders.
• Apply expertise and creative problem-solving to complex or non-routine situations and implement changes in response to shifting trends.
• Apply BMO’s Risk Management Framework and make sound, risk-informed decisions aligned with business strategy, approved Risk Appetite, applicable policies, laws, and regulations.

Benefits

• Health insurance
• Tuition reimbursement
• Accident insurance
• Life insurance
• Retirement savings plans
• Performance-based incentives and discretionary bonuses may be included in the total compensation package, depending on pay type.

What This Job Offers

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