Director, Human Resources

Human Resources Strategic Partner

This position supports a business line that is expected to undergo a strategic ownership transition to an infrastructure private equity firm called Stonepeak in connection with a previously announced transaction. Upon completion of the transaction, BMO intends to retain a minority ownership interest in the business. This transition represents an exciting opportunity to be part of an organization backed by Stonepeak, the world's largest privately owned infrastructure firm, with approximately $88 billion in assets under management, more than 360 employees globally, and over 100 investments across 60 countries. Supported by a diverse group of more than 330 institutional investors, including pensions, endowments, and other leading organizations worldwide, Stonepeak invests in businesses that provide mission-critical services, specialized expertise, and essential infrastructure that communities and economies rely on every day. As the organization embarks on its next phase of growth, employees will have the opportunity to contribute to a business with a strong foundation, long-term investment focus, and commitment to delivering exceptional value to customers. Additional details regarding the role, organizational structure, and transition plans will be discussed during the recruitment process.

Talent Strategy Accountabilities

• Develop and support the business in creating and delivering a strategic workforce plan with an execution roadmap, balancing the talent and skills that the business needs to buy, build and borrow.
• Assess and identify current and future talent gaps (supply and demand) in the business and develop a talent strategy and plan to close the gaps.
• Design a business-aligned talent strategy focused on attracting, developing & retaining talent with future focused skills to deliver on the business strategies and objectives.
• Consider factors such as external/internal market trends, jurisdictional & regional differences and workforce mix & risks when designing the talent strategy.
• Participate in the senior leader (Gr. 50+) hiring process.
• Lead leadership and succession planning for business supported.
• Ensure alignment of performance management & total rewards strategy and plans to overall people strategy.
• Support leaders in building and implementing development plans to create leaders with future focused skills.

Strategic Advisory Accountabilities

• Assess team and leader dynamics and effectiveness and observe individual behaviours to deliver actionable feedback to enhance performance and deliver business priorities.
• Provide ongoing coaching and advice to business leaders on complex people issues taking into consideration risk, governance, and cross Line of Business impacts.
• Advise on critical talent management issues and develop relevant solutions to resolve.
• Reinforce to business leaders their role as people leaders and their impact on employee experience.
• Consider both the enterprise and jurisdiction lens when representing the voice of the business when providing input to the development & execution of Centres of Excellence programs.
• Assess employee engagement and identify areas for improvement.
• Advance, advocate for and role model inclusion and Winning Culture.

Business Change Accountabilities

• Assess the business change for human resources and people impacts using effective challenge, understand the associated risks, and cross Line of Business impacts.
• Develop and deliver the talent management levers to execute against the talent strategy and activate Centres of Excellence / People, Process & Change Teams for expertise, where needed.
• Build and execute change management strategies and plans to deliver people solutions for your Line of Business and ensure seamless execution, leveraging best practices to enhance consistency, mitigating risks, and eliminating duplication of efforts.
• Guide leaders in the development of organization structures aligned with business strategy and Organizational Design principles.
• Recommend and implement the design, development and implementation of compensation initiatives to enable business and talent strategies.
• Assess the HR risk in any business initiative (e.g., Initiative Assessment Approval Process (IAAP) reviews, Business Continuity Planning, etc.).

Governance Accountabilities

• Understand fundamental BMO HR practices (i.e., Employee Relations, compensation, data governance, regulatory compliance, organizational design) to be able to assess HR risk and engage the subject matter experts when needed, to support and mitigate associated gaps.
• Understand internal policies, practices & processes, external regulatory environments and HR risk governance frameworks to guide day to day work.
• Identify types of risks, such as employee relations issues, compliance gaps, policy breaches and speak Up and engage the right teams for their awareness and develop plans to mitigate risk.
• Promote ethical practices in decision-making related to workforce management, talent development and organizational culture.
• Track key HR metrics (e.g., turnover, culture, conduct, etc.) to identify trends and governance issues; develop appropriate plans to address insights.
• Play a key role in ensuring appropriate use of people data and ensure HR risk is managed.
• Ensure appropriate documentation of identified risk, approvals, mitigation plans and associated outcomes.

Other

• Fosters a culture aligned to BMO purpose, values and strategy and role models BMO values and behaviours in all that they do.
• Ensures alignment between values and behaviour that fosters diversity and inclusion.
• Regularly connects work to BMO's purpose, sets inspirational goals, defines clear expected outcomes, and ensures clear accountability for follow through.
• Builds interdependent teams that collaborate across functional and operating groups to create the highest value for all stakeholders.
• Attracts, retains, and enables the career development of top talent.
• Improves team performance, recognizes and rewards performance, coaches employees, supports their development, and manages poor performance.
• Manages resources and leads the execution of strategic initiatives to deliver on business and financial goals.
• Evaluates opportunities and develops tools to improve effectiveness.
• Acts as the prime contact for internal/external stakeholder relationships, which may include regulators.
• Operates at a group/enterprise-wide level and serves as a senior specialist resource across BMO.
• Influences how teams/groups work together.
• Applies expertise and thinks creatively to address unique or ambiguous situations and to find solutions to multiple, interdependent, complex problems.
• Communicates abstract concepts in simple terms.
• Fosters strong internal and external networks and works with and across multiple teams to achieve business objectives.
• Anticipates trends and responds by implementing appropriate changes.
• Broader work or accountabilities may be assigned as needed.
• Take measured risks while protecting the bank by applying our Risk Management Framework in the execution of your role, in line with our Risk Culture and within our approved Risk Appetite, making sound and risk informed decisions that align to business strategy, protect assets, and adhere to applicable policy documents (Frameworks, Policies, Standards, Procedures and Supporting documents), laws and regulations.

Qualifications:

• Typically 9+ years of relevant experience and post-secondary degree in related field of study or an equivalent combination of education and experience.
• Appropriate HR designation (i.e. CHRP, ADR) preferred.
• Seasoned expert with extensive industry knowledge.
• Technical leader viewed as a thought leader for innovation.

Expert Level of Proficiency:

• Strategy Development
• Strategic Planning
• Strategic Thinking
• Strategic Advising
• Strategic Influence
• Human Resource (HR) Change Management
• Emotional Resilience
• Curious Mindset
• Contextual Thinking
• HR Risk Management
• Communication

Salary:

$137,000.00 - $238,000.00

Pay Type: Salaried

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