Sr. HR Business Partner - US Wealth

BMO • Los Angeles, CA

1d • $100,000 - $220,000

About The Position

The Sr. HR Business Partner acts as a strategic thought partner and trusted advisor to the senior leadership team of a Line of Business, advancing its people strategy and optimizing human capital. The role focuses on talent strategy, strategic advice, business change, and governance.

The position develops workforce and talent plans, identifies current and future talent gaps, supports senior-level hiring, leads leadership and succession planning, and helps align performance management, total rewards, and development plans with business strategy. It coaches leaders on complex people matters, assesses team effectiveness and employee engagement, and advocates for inclusion and a winning culture.

The role assesses people impacts and HR risks arising from business change, develops and executes talent and change-management strategies, advises on organizational design, and supports compensation initiatives. It applies HR practices, policies, regulatory requirements, and governance frameworks to identify and mitigate risk, track HR metrics, and ensure appropriate use of people data and documentation.

The position also manages resources and strategic initiatives, improves effectiveness, serves as a subject matter expert to senior stakeholders, and responds to shifting trends and complex or ambiguous situations. It applies BMO’s Risk Management Framework and makes sound, risk-informed decisions in line with business strategy, 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, and HR change management.
• Expert proficiency in emotional resilience, curious mindset, contextual thinking, HR risk management, and communication.

Nice To Haves

• Appropriate HR designation, such as CHRP or ADR.

Responsibilities

• Develop and support strategic workforce plans and execution roadmaps, balancing the talent and skills the business needs to buy, build, or borrow.
• Identify current and future talent gaps and develop plans to address them.
• Design talent strategies focused on attracting, developing, and retaining employees with future-focused skills.
• Participate in hiring processes for senior leaders (Grade 50+).
• Lead leadership and succession planning for the supported business.
• Align performance management and total rewards strategies with the overall people strategy.
• Support leaders in creating and implementing development plans.
• Assess team and leader dynamics and effectiveness, 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.
• 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, including related risks and cross-Line-of-Business impacts.
• Develop talent management levers and activate Centres of Excellence or People, Process & Change Teams as needed.
• Build and execute change-management strategies and plans, using best practices to improve consistency, mitigate risk, and avoid duplicated effort.
• Guide leaders in developing organizational structures aligned with business strategy and organizational design principles.
• Recommend and implement compensation initiatives that support 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, policies, external regulations, and risk governance frameworks; engage subject matter experts when needed.
• Identify employee-relations, compliance, policy, and speak-up risks, engage appropriate teams, and develop mitigation plans.
• Promote ethical workforce, talent, and organizational-culture decisions.
• Track HR metrics, identify trends and governance issues, and develop plans to address findings.
• Ensure appropriate use of people data and management of HR risk.
• Document identified risks, approvals, mitigation plans, and outcomes.
• 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 for internal and external stakeholders and a specialist resource to senior leaders.
• Implement changes in response to shifting trends and apply the Risk Management Framework when carrying out the role.

Benefits

• Health insurance
• Tuition reimbursement
• Accident and 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