At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day.
Being a Great Place to Work is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates’ physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve.
Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations.
At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!
Job Description:
This job is responsible for developing Human Resources (HR) strategies that impact large, complex business units within a major Line of Business (LOB). Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development.
The Human Resources Manager will be a member of the Chief Financial Officer (CFO) HR team . The CFO Group is responsible for the overall financial management of our company. This includes accounting, financial and regulatory reporting, balance sheet management, financial planning and analysis, treasury, investor relations, corporate investments and tax.
Responsibilities:
Manages the strategic delivery of Enterprise and Line of Business (LOB) specific Human Resources (HR) priorities in addition to ensuring organizational effectiveness across talent acquisition, performance management, talent development and learning, succession planning, compensation, etc.
Applies lenses of operational excellence, organizational health, and opportunity and inclusion across all HR people processes
Partners with HR Executive and business leaders to ensure that programs and practices are in alignment with Enterprise culture and conduct principles, serving as a trusted advisor to leadership
Manages and influences critical workforce activities, including but not limited to headcount reporting and analytics, financials/expenses, promotions, opportunity and inclusion, performance, talent management, and key cross-HR initiatives
Collaborates with compensation, talent acquisition, and business partners to provide appropriate guidance on employee compensation, both at an individual level as well as in aggregate, while maintaining a focus on expense management
Leverages reporting tool results shared by HR Consultants to inform effective and strategic decision making
Required Qualifications:
5+ years of HR generalist experience
Experience in client management around complex strategic HR issues such as talent management, employee relations, org design/development, change management, etc.
Must have experience working directly with/consulting a business leader on HR strategy
Proven track record in developing strategy and proactively driving change to help drive business results and execute on key initiatives
Experience supporting technically complex and geographically dispersed groups of associates
Experience managing in a fast-paced, rapidly-changing, and highly complex environment
Demonstrated ability as an enterprise/global thought leader who can proactively drive change and innovation
Deep technical HR competence with the ability to influence using a balance of technical HR expertise, business acumen, and relationship skills
Superb relationship management skills, and the ability to develop strong interpersonal alliances at all levels, and connect with senior executives on both a business and a personal level
Deep and broad business acumen with a strategic mindset to uncover hidden opportunities that create value through improved processes, competitive advantage, and innovation
Desired Qualifications:
Knowledge of LOB and the regulatory environment is a plus
Strong Microsoft Office and PowerPoint skills/written presentation skills
Skills:
Executive Presence
Leadership Development
Relationship Building
Consulting
Decision Making
Fiscal Responsibility
Problem Solving
Workforce Planning
Business Acumen
Influence
Project Management
Strategy Planning and Development
Workforce Analytics
• Bachelor’s Degree in related field or equivalent work experience
Shift:
1st shift (United States of America)Job Description:
At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day.
Being a Great Place to Work is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates’ physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve.
Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations.
At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!
Job Description:
This job is responsible for developing Human Resources (HR) strategies that impact large, complex business units within a major Line of Business (LOB). Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development.
The Human Resources Manager will be a member of the Chief Financial Officer (CFO) HR team . The CFO Group is responsible for the overall financial management of our company. This includes accounting, financial and regulatory reporting, balance sheet management, financial planning and analysis, treasury, investor relations, corporate investments and tax.
Responsibilities:
Manages the strategic delivery of Enterprise and Line of Business (LOB) specific Human Resources (HR) priorities in addition to ensuring organizational effectiveness across talent acquisition, performance management, talent development and learning, succession planning, compensation, etc.
Applies lenses of operational excellence, organizational health, and opportunity and inclusion across all HR people processes
Partners with HR Executive and business leaders to ensure that programs and practices are in alignment with Enterprise culture and conduct principles, serving as a trusted advisor to leadership
Manages and influences critical workforce activities, including but not limited to headcount reporting and analytics, financials/expenses, promotions, opportunity and inclusion, performance, talent management, and key cross-HR initiatives
Collaborates with compensation, talent acquisition, and business partners to provide appropriate guidance on employee compensation, both at an individual level as well as in aggregate, while maintaining a focus on expense management
Leverages reporting tool results shared by HR Consultants to inform effective and strategic decision making
Required Qualifications:
5+ years of HR generalist experience
Experience in client management around complex strategic HR issues such as talent management, employee relations, org design/development, change management, etc.
Must have experience working directly with/consulting a business leader on HR strategy
Proven track record in developing strategy and proactively driving change to help drive business results and execute on key initiatives
Experience supporting technically complex and geographically dispersed groups of associates
Experience managing in a fast-paced, rapidly-changing, and highly complex environment
Demonstrated ability as an enterprise/global thought leader who can proactively drive change and innovation
Deep technical HR competence with the ability to influence using a balance of technical HR expertise, business acumen, and relationship skills
Superb relationship management skills, and the ability to develop strong interpersonal alliances at all levels, and connect with senior executives on both a business and a personal level
Deep and broad business acumen with a strategic mindset to uncover hidden opportunities that create value through improved processes, competitive advantage, and innovation
Desired Qualifications:
Knowledge of LOB and the regulatory environment is a plus
Strong]]>
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