People Initiatives Partner, Capital Markets

Address:

Mandate

• Acts as a trusted partner to the CHRO and supports them in the design, development and implementation of HR strategic priorities for the LOB.
• This includes directly leading key HR strategic initiatives for the LOB and/or building change management plans in support of critical/high impact projects in that LOB.
• Represents the LOB to provide input to COE partners on LOB nuances for COE program design and execution.

Accountabilities

• Provide strategic thought leadership to the CHRO, helping translate priorities into actionable plans and business outcomes.
• Support strategic planning, including coordinating leadership priorities and executing key deliverables.
• Leads the design, development and implementation of HR strategic priorities, identified by the CHRO or HRBP as a high priority people solution needed to advance the LOB people strategy.
• Enable leadership team effectiveness through supporting communications, cross-functional coordination, and execution of key leadership priorities.
• Leads change management planning and execution in support of business change execution.
• Operates as a change management consultant by leveraging the Enterprise HR change playbook and toolkit.
• Submits proposals, on behalf of the CHRO, for support from the SI pool and participates in prioritization discussions across portfolios to ensure resource optimization.
• Acts as PP&C relationship manager on assigned projects/programs and ensures alignment to overall LOB goals.
• Develops People & Culture solutions by leveraging COE frameworks and makes recommendations based on an understanding of BMO’s Human Capital strategy, LOB business strategy and stakeholder needs.
• Leads the design, development and implementation of LOB-specific change management plans, ensuring jurisdictional and horizontal implications are considered.
• Designs change plans with a focus on the HRBP, manager and employee experience.
• Ensures capacity and readiness for change adoption in HRBP and LOB teams.
• Collaborates with the team of LOB People Initiatives Partners to take a horizontal view of the impact of COE cyclical and non-cyclical program delivery in each LOB.
• Provides input to COE Change Partners on LOB nuances for COE cyclical and non-cyclical program design and implementation.
• Breaks down strategic problems, analyzes data and information, and provides insights and recommendations.
• Lead performance transparency and tracking, providing visibility into progress against strategic priorities and key deliverables.
• Identifies enablers and key issues prior to and during implementation, raises issues with stakeholders, and offers solutions to resolve issues or risks that jeopardize delivery.

Qualifications:

• Typically 7+ years of relevant experience and post-secondary degree in related field of study or an equivalent combination of education and experience.
• Program/project management skills – In-depth / Expert.
• Organizational Development skills – In-depth / Expert.
• Seasoned professional with a combination of education, experience and industry knowledge.
• Verbal & written communication skills - In-depth / Expert.
• Analytical and problem solving skills - In-depth / Expert.
• Influence skills - In-depth / Expert.
• Collaboration & team skills; with a focus on cross-group collaboration - In-depth / Expert.
• Able to manage ambiguity.
• Data driven decision making - In-depth / Expert.

Key Interactions

• All People Process & Change teams.
• CHROs and HRBPs.
• LOBs, as needed, and initiative stakeholders, which will vary by initiative.
• HR Operations.

Critical Skills

• Resiliency and curiosity.
• Contextual communication.
• Management of HR risk.
• Strategic and critical thinking.
• Advisory and influence.
• Change management.

The above represents BMO Financial Group’s pay range and type.

Salaries will vary based on factors such as location, skills, experience, education, and qualifications for the role, and may include a commission structure. Salaries for part-time roles will be pro-rated based on number of hours regularly worked. For commission roles, the salary listed above represents BMO Financial Group’s expected target for the first year in this position.

BMO Financial Group’s total compensation package will vary based on the pay type of the position and may include performance-based incentives, discretionary bonuses, as well as other perks and rewards. BMO also offers health insurance, tuition reimbursement, accident and life insurance, and retirement savings plans. To view more details of our benefits, please visit: https://jobs.bmo.com/global/en/Total-Rewards

About Us

At BMO 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 world.

As a member of the BMO 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 skillset.

To find out more visit us at https://jobs.bmo.com/ca/en.

BMO 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. Accommodations are available on request for candidates taking part in all aspects of the selection process. To request accommodation, please contact your recruiter.

Note to Recruiters: BMO does not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to BMO, directly or indirectly, will be considered BMO property. BMO will not pay a fee for any placement resulting from the receipt of an unsolicited resume. A recruiting agency must first have a valid, written and fully executed agency agreement contract for service to submit resumes.