111 W Monroe - 115 S LaSalle
Job Family Group:
Strategy & Change
The Managing Director, US P&BB and Wealth HR oversees the strategic and operational governance processes of the US P&BB and Wealth organization, consistent with Enterprise direction and context and in alignment with the Enterprise operating model and governance framework. This role provides leadership across all areas of HR for US P&BB and Wealth and acts as a conduit for enterprise alignment for the HR Division. The MD, US P&BB and Wealth HR has authorities, for key strategic direction setting, governance, and risk and control decisions. The role provides focus, and participates in strategy development, governance operating model and framework, and key talent management decisions.
The MD, US P&BB and Wealth HR is accountable for providing strategic human resources leadership, advice and counsel to the US Chief HR & Inclusion Officer. This role leads or supports the development and implementation of specific US P&BB and Wealth strategies, processes and programs that enable the business to achieve short and long term business goals. The MD, US P&BB and Wealth HR also executes enterprise HR priorities across the US P&BB and Wealth portfolios.
Within the mandate of this role, ensures risk taking falls within the risk appetite of the Bank and internal controls are in place and functioning effectively to support management decision-making that protects our assets and adheres to applicable corporate policies, operating directives, laws and regulations.
This role collaborates with HR colleagues in the Centres of Expertise (i.e., Talent and Learning, Performance, Rewards & HR Operations) and in other Line of Business and Functional Group HR groups to plan and execute HR strategies, programs & processes across US P&BB and Wealth. As well, partners closely with the MD, Wealth HR to ensure consistent cross border delivery of the HR strategy and manage dual reports.
The MD, US Wealth P&BB HR provides fair and balanced insights into current, emerging and potential human capital issues, trends and opportunities that will enhance efficiency and effectiveness of management, and ensures alignment of projects and initiatives in US P&C, Wealth and Enterprise strategies.
Ensure US P&BB and Wealth is managed in an integrated fashion to ensure a collective view of all HR matters impacting the Bank's operations. Includes:
In alignment with the business strategy and within the context of enterprise HR strategy, build an interactive relationship between US P&BB and Wealth (and other lines of business as required), control functions and the HR organization to provide HR expertise, analytics and competitive intelligence in the development and evaluation of strategic HR plans
Participate in strategy discussions at the business level by developing and implementing an overall strategic plan for US P&BB and Wealth including related legal and reporting entities and lines of business across BMO FG
Provide reporting, workforce planning and forecasting information, as well as tools and analysis to assist business and functional leaders in understanding and driving enhanced performance across US P&BB and Wealth organizations
Provide input to the development of US P&BB and Wealth group's strategic priorities
Advise, educate and consult with business leaders to ensure they fully understand the human resources risks they assume and provide timely advice to senior management on key HR metrics including retention, turnover, diversity, recruiting and competitive compensation benchmarking
Seamless integration across multiple lines of business and HR (i.e business partners and centers of expertise) where there are inherent conflicts by facilitating constant dialogue with HR and business peers.
Successfully execute enterprise HR priorities across the portfolio
Establish team goals, objectives, and operating procedures ensuring alignment with overall HR enterprise goals and objectives.
Provide strategic oversight of talent management and succession plans, by ensuring recruitment, retention, talent identification and talent development programs are effectively executed in order to support the strategic needs of the business and functional groups.
Ensure the appropriate oversight and management of regulatory governance and control frameworks for HR management matters across US P&BB and Wealth. Includes:
Monitor the integrity of HR data and systems required for the appropriate governance and control of all HR confidential information and analytics within US Wealth and P&BB. Escalate matters with pace and provide the required transparency for management
Effective FTE management and accuracy of human capital planning
Monitor hiring, selection, career, promotion, performance and pay processes to ensure that practices are in alignment with legislation and policies.
Ensure HR operations are integrated and in compliance with all regulatory and corporate governance requirements including policies, procedures, reporting requirements, performance metrics, internal controls and specific legal entity governance requirements of subsidiaries.
Provide support for strategy materials for management
Ensure US P&BB and Wealth organization has the required infrastructure, technology, and resources to deliver on business strategies, governance, and control. Includes:
Provide recommendations and agreement on the appropriate level and capability of talent for key US P&BB and Wealth Senior roles and select next level positions. Involvement in the acquiring, deploying, compensating, development and training of resources to enable them to effectively perform their roles and are appropriately developed to ensure adequate succession.
Effective performance for US P&BB and Wealth consistent with policies, practices and objectives of the enterprise HR function and in alignment with regulatory expectations. Will provide oversight of change management and risk management across groups. Includes:
Operate as a change leader to guide Sr. Executives in oversight and implementation of change initiatives, including anticipating potential pitfalls
Define impact of change to stakeholders, creating a change strategy, and develop mechanisms to sustain the change
Recommend new approaches, policies and procedures to the COEs to affect continual improvements in people related programs
Apply governance as it related to Bank policies and procedures, government legislation and regulatory requirements across various jurisdictions, deal with external regulatory bodies when required
Observe and evaluate the internal and external environment to align organization people objectives and key business strategies and plans to accurately anticipate and address opportunities and threats
Oversight of all US P&BB and Wealth business groups and functions to ensure integration of HR in accordance with the Enterprise HR function. Includes
Exert informed influence and effective challenge with business group leaders to ensure goal achievement, sound management of HR risks and regulatory compliance to drive the effective integration of the US P&BB and Wealth functions.
Ensure the data and management information systems utilized by US P&BB and Wealth adheres to applicable laws and regulations.
Approve the development of the appropriate US P&BB and Wealth organizational structure that supports the needs of the business.
Agree with recommendations and sign-off on budgets of HR functions across US P&BB and Wealth to ensure appropriate resourcing to provide services.
Stay abreast of diversity trends and competitive market data to objectively/independently inform the US Chief HR & Inclusion Officer on necessary enhancements across the organization.
Providing transparency for key stakeholders, including employees, business leaders and executive management. Includes:
Consultation with key business stakeholders to define business objectives and ensure they are aligned with the enterprise HR strategy
Maintain a robust system of reporting that facilitates ongoing monitoring critical HR metrics
Provide management, and the enterprise HR organization with timely and accurate information on the human capital profile of the portfolio
Maintain and continuously improve HR governance framework and ensure proper checks and balances and control systems are in place across all of the lines of business.
Sought out for input on budgets for control & support functions incl. infrastructure, technology and people
Build a high-performance culture within US P&BB and Wealth where speedy execution and issue resolution, business value creation, and collaborative working relationships are everyone's objective.
In line with established decision rights, ensures the appropriate lens is placed on the management of human capital. Includes:
Maintain strong leadership through consultation with HR Enterprise leaders to ensure key senior business and functional leaders and select second level role incumbents have the appropriate qualifications and experience commensurate with the size and complexity of their work/role requirements, and the scope of activities and operating environment.
Exert appropriate, informed, influence with HR Enterprise leaders regarding compensation and performance management for select senior positions to enable effective alignment of risks to rewards.
Provide guidance and recommendations for succession plans for US P&BB and Wealth senior roles
Active involvement and approval on key talent management decisions related to selection and termination, objectives and performance assessment for the portfolio
Develop and implement training and development plans for employees to ensure employees receive developmental opportunities and the group has the required level of skills and knowledge.
Establish and maintain a culture and work environment that attracts, retains, and motivates the highest caliber of skilled employees.
Display and encourage appropriate high performance behaviors to ensure behaviors in the group are congruent with the Bank's Being BMO Actions.
Periodic reviews of the US P&BB and Wealth organization accountability and reporting structure in order to ascertain compliance with business objectives, alignment to Enterprise standards, and the ability to effectively manage and develop human capital.
Knowledge & Skills
Business Acumen and Experience
University degree and professional HR designation
Minimum 10 years to 15 years experience gained through progressively responsible HR positions or in line of business environment
Understands the marketplace and regulatory affairs
Strong Financial understanding and knowledge of key business fundamentals, drivers of financial health and viability
Strong HR understanding and implications of HR risks for the business
Successful initiation and execution of tough decisions/choices re: people, business priorities, and strategy
Considerable knowledge of business theory, business processes, management, budgeting, and business office operations.
Understands matrix structures-how to make them effective & how to personally function successfully within them
Diagnoses whether the organization is performing at its full potential and generates or influences corrective action
Changes the business by being decisive and incisive
Builds and sustains a culture of innovation and change
Demonstrates sound judgment and deep knowledge of the relationship between level of return and risk tolerance
Knowledge of regulatory bodies and effective management of their representatives
In-depth knowledge of applicable laws and regulations as they relate to HR
People and Relationship Acumen
Judges capability well and successfully grows leadership talent
Displays skill and firmness to hold others accountable with emphasis on objectives, results, delivering on promises
Holds the confidence of peers/employees
Maintains leadership continuity and overall organizational capability through succession planning and influencing the organization's drive for higher performance coupled with solid risk and compliance management
Effectively leverages lateral relationships to achieve strategies and goals within the Bank's vision and values
Able to challenge peers and influence at a strategic level
Leadership Attributes & Skills
Displays curiosity, intellectual capacity and global mindset
Ability to select, develop and lead/energize strong executive teams
Confidence to make tough strategic choices & courage to make difficult people decisions
Knows the right questions to ask and themes to push
Strong communication skills, conveying clarity of direction and inspiring followers with an inclusive approach
Shows realistic optimism - the ability to remain aware of challenges and maintain confidence to alter circumstances to achieve success
Strong ethical and integrity compass
Demonstrates maturity and energy
Demonstrates superior judgment
Engenders trust, shares information, and listens expertly
Delivers on commitments
Passion and strength of convictions (i.e. resolve)
We're here to helpAt BMO Harris Bank we are driven by a shared Purpose: Boldly Grow the Good in business and life. It calls on us to create lasting, positive change for our customers, our communities and our people. By working together, innovating and pushing boundaries, we transform lives and businesses, and power economic growth around the ~~~ a member of the BMO Harris Bank team you are valued, respected and heard, and you have more ways to grow and make an impact. We strive to help you make an impact from day one - for yourself and our customers. We'll support you with the tools and resources you need to reach new milestones, as you help our customers reach theirs. From in-depth training and coaching, to manager support and network-building opportunities, we'll help you gain valuable experience, and broaden your ~~~ find out more visit us at ~~~.
BMO Harris Bank is committed to an inclusive, equitable and accessible workplace. By learning from each other's differences, we gain strength through our people and our perspectives. BMO Harris Bank N.A. is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. Accommodations are available on request for candidates taking part in all aspects of the selection process. To request accommodation, please contact your recruiter.
BMO Financial GroupServing customers for 200 years and counting, BMO is a highly diversified financial services provider - the 8th largest bank, by assets, in North America. With total assets of $728 billion as of October 31, 2018, and a team of diverse and highly engaged employees, BMO provides a broad range of personal and commercial banking, wealth management and investment banking products and services to more than 12 million customers and conducts business through three operating groups: Personal and Commercial Banking, BMO Wealth Management and BMO Capital ~~~ serve Canadian clients through BMO Bank of MontrealÂ®, our personal and commercial banking business, BMO Nesbitt BurnsÂ®*, one of Canada's leading wealth management firms, and BMO Capital Marketsâ„¢, our North American investment and corporate banking ~~~ the United States, clients are served through BMO Harris Bank, a major U.S. Midwest personal and commercial bank, and BMO Private Bank, with wealth management offices across the United States, as well as BMO Capital Marketsâ„¢, our North American investment and corporate banking ~~~ help our customers make money make sense by delivering the broadest range of financial services through a single point of contact. Our financial service professionals provide access to any services our customers require across the entire enterprise.