Human Resources Executive - Merrill Wealth Management

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 and providing a culture of caring is core to how we drive Responsible Growth. We are intentional about fostering an inclusive workplace where every teammate has the opportunity to succeed, build a career and contribute to our shared success. This includes attracting and developing exceptional talent, recognizing and rewarding performance, and supporting our teammates’ physical, emotional, and financial wellness through affordable, competitive and flexible benefits.

We value the unique perspectives individuals bring from all backgrounds and career paths - whether shaped by military service, community college education, or a wide range of work and life experiences. These journeys foster resilience, leadership and innovation, strengthening our workforce and positively impact the communities we serve.

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!

This job is responsible for providing advice to business unit executives and senior-level managers on Human Resources (HR) issues. Key responsibilities include strategic planning, development, execution, and administration of effective policies and program to achieve short- and long-term goals of a specific business unit. Job expectations include leveraging a broad perspective and dedicated network to drive organizational success through the creation and execution of human capital plans aligned to business priorities.

The Human Resources Executive (HRE) will be a member of the Merrill Wealth Management HR team .

The Investment Solutions Group (ISG) and Chief Investment Office (CIO) support Consumer Investments, Merrill, and Bank of America Private Bank. Together, these organizations shape the firm's investment platform by developing investment strategies, asset allocation guidance, investment policies, research, and due diligence frameworks that support advisors in helping clients achieve their financial goals.

ISG is responsible for the development, management, and oversight of the firm's core investment solutions, including mutual funds, exchange-traded funds (ETFs), separately managed accounts (SMAs), capital markets offerings, and alternative investments. The organization also oversees fiduciary platforms and capabilities, provides field support through its specialist organization, and manages relationships with third-party asset managers.

The CIO serves as the firm's investment authority, developing market and economic perspectives, constructing investment strategies and portfolios, conducting investment due diligence, and delivering the research, insights, and guidance that inform advisor recommendations and client investment decisions.

This role reports directly to the Human Resources Executive (HRE) for Merrill and serves as the strategic HR partner for ISG & CIO. The role requires strong strategic thinking, thought leadership, influence, and execution skills to help leaders achieve business objectives and drive organizational effectiveness. The successful candidate will be a seasoned HR generalist with expertise in organizational design and development, change management, talent acquisition, compensation, employee relations, workforce planning, and leadership development, combined with strong business acumen, financial discipline, and attention to detail.

Responsibilities:

• Establishes the strategy for Enterprise and line of business 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 senior business leaders to ensure that programs and practices are in alignment with Enterprise culture and conduct principles, serving as a trusted advisor to leadership
• Oversees and defines the strategy for 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
• Acts as an enterprise leader by building effective teams, developing talent, managing risk, and creating an inclusive environment that values deep and broad skills, experiences and perspectives
• Ensures the team is appropriately leveraging HR systems and reporting tools (i.e., Workday and Tableau) to inform effective and strategic decision making
• Partner with business leadership, talent acquisition, finance and compensation on headcount planning, end-to-end hiring and offer process
• Participates in talent planning initiatives including critical assessment of talent, employee development, coaching and resource rationalization
• On-boards new leaders, and provides executive coaching on an ongoing basis
• Leads the year-end compensation process and partners with comp on recommended in year market assessments
• Designs, develops, and delivers on organizational development / effectiveness initiatives focused on improving performance, productivity, and team cohesiveness
• Drives change and organizational health through organization design, execution of efficient organizational models, and effective workforce planning
• Drives initiatives focused on culture & conduct, employee satisfaction, opportunity and inclusion, learning, and leadership development
• Engage with Employee Relations, Legal and/or Compliance teams on people related situations across both client groups
• Lead and develop the HR Manager supporting these businesses, providing direction, coaching, and strategic guidance to enhance HR effectiveness, strengthen organizational outcomes, and deliver a consistent, high-impact client experience.
• Leads/Participates in LOB HR initiatives

Required Qualifications:

• 10+ years of Human Resources leadership experience with a proven track record of advancement and business success
• Deep technical HR competence that includes HR generalist experience and broad knowledge across HR disciplines; 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
• Experience in client management around strategic HR issues such as talent management, compensation /org design/development, change management, etc
• Demonstrated ability as an enterprise thought leader who can proactively drive change and innovation
• Professional demeanor; outstanding communication, presentation and negotiation skills
• Experience in analyzing and interpreting organizational and workforce planning data and being able to tell a story around it
• Ability to partner with other key leadership partners such as Finance, Technology, Talent Acquisition, Learning, Leadership and Development and Compensation
• Strong Microsoft Office skills/written presentation skills

Desired Qualifications:

• Client facing experience
• Knowledge of LOB and the regulatory environment is a plus
• Experience supporting complex businesses such as investment banking, wealth management, or Staff Support functions in Risk, CFO

Skills:

• Analytical Thinking
• Fiscal Responsibility
• Leadership Development
• Relationship Building
• Talent Development
• Influence
• Risk Management
• Stakeholder Management
• Workforce Opportunity Management
• Workforce Planning
• Coaching
• Executive Presence
• Organizational Effectiveness
• Project Management
• Strategy Planning and Development

Shift:

1st shift (United States of America)

Hours Per Week: 

40