Talent Consultant II – CFO
About The Position
This job is responsible for leading enterprise-wide talent development and organizational design solutions. Key responsibilities include supporting senior business leaders to identify strategies directly linked to organizational goals and implement leadership solutions across the business. Job expectations include partnering with Global Talent, Global Human Resources (GHR), business stakeholders, Subject Matter Experts (SMEs), and vendors to execute enterprise talent processes and provide consultative support to lead the design, development, and implementation of talent development. This Talent Consultant II will join the Chief Financial Officer (CFO) Talent Team to optimize organizational effectiveness, drive development of senior leaders, organizational effectiveness, and talent management solutions. Key areas of focus for a Talent Management Consultant II include Talent Management, Leadership Development, Organizational Effectiveness, Operational Excellence and Performance Management. Bank of America is committed to an in-office culture that supports collaboration, engagement, and career development. Our approach includes clear in-office expectations, while providing an appropriate level of flexibility based on role-specific responsibilities and business needs. At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!
Requirements
- Minimum of 5+ years’ experience in any of the following: Leadership development & talent management (including coaching) OR Organization Development, Change and/or Organization Design OR HR Generalist OR Relevant HR specialist experience leading programs, processes, or other talent practices
- Experience interfacing with leaders at the MTM 1 and/or 2 deep level who are seasoned and sophisticated leaders
- Relationship management skills with ability to consult, advise, and influence senior leaders
- Demonstrated conceptual thinker with effective program and project management skills and experience, including ability to translate strategy into specific goals, tactics, and deliverables
- Able to operate in an ambiguous environment or an environment where priorities may change quickly
Nice To Haves
- Attention to Detail
- Influence
- Leadership Development
- Prioritization
- Written Communications
- Networking
- Organizational Effectiveness
- Presentation Skills
- Succession Planning
- Talent Development
- Executive Presence
- Retention
- Stakeholder Management
- Workforce Opportunity Management
- Workforce Planning
Responsibilities
- Partners with business and Human Resources (HR) leaders to design and deliver talent management strategies and talent development plans that ensure effective succession planning and a bench of future leaders
- Leads, designs, and implements key leadership development processes and HR initiatives such as talent and succession planning, performance management, organizational design and effectiveness, manager development, 360 feedback, and program nominations
- Executes talent management strategy and organizational design across local, regional, and enterprise teams and partners while ensuring compliance with rules and regulations
- Provides consultative support and coaching to key leaders focused on promoting and developing diverse and top talent
- Maximizes business and enterprise objectives and outcomes by implementing strategic talent solutions leveraging quantitative and qualitative data
- Partners with control functions (e.g., Corporate Communications, Legal, Risk, Compliance) to mitigate people risk and effectively communicate people moves and talent processes to impacted stakeholders
- Drive end-to-end learning strategy for client organizations, working closely with learning consultants and leveraging internal learning resources
- Consults with leaders on organizational change including assessing operating model and org design effectiveness, preparing org design proposals and communication plans
- Serves in advisory roles for horizontal initiatives, working with line of business and HR partners to consult
Benefits
- Access to paid time off
- Resources and support to our employees
- Discretionary incentive eligible
- Annual discretionary award based on individual performance, line of business performance, and overall company success.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
No Education Listed
