Advises senior Technology leaders on workforce strategy, organizational design, compensation, performance, succession, and organizational effectiveness. Owns people-agenda delivery, leads talent and succession planning, coaches leaders through complex employee matters, and uses HR insights and analytics to recommend actions. Drives cross-business initiatives and large-scale change while ensuring stakeholder alignment, data integrity, risk adherence, and measurable outcomes.
Technology is at the heart of everything we do to enable our customers, clients, communities and employees. We aim to deliver market-leading technology capabilities in a secure, stable, and scalable way.
Our technologists span all lines of business and enablement functions – Asset & Wealth Management, Commercial & Investment Bank, Consumer & Community Banking, Corporate Technology, Cybersecurity & Technology Controls, Chief Technology Office, Infrastructure Platforms, Employee Platforms, and Strategy, Innovation & Partnerships.
As a VP, HR Business Advisor (HRBA) within Technology, you will be a trusted advisor to senior leaders, shaping and driving the talent agenda aligned to business priorities. You will influence decisions across a complex, matrixed organization and ensure leaders are accountable for outcomes across workforce strategy, performance, succession, compensation, and organizational effectiveness. You will use data and business acumen to diagnose issues, recommend actions, and lead execution in partnership with specialist HR teams and business stakeholders.
Job Responsibilities
- Own and drive delivery of the people agenda for the aligned business area(s), translating business priorities into clear talent outcomes and execution plans.
- Advise and influence senior leaders on org design, workforce planning, and re-organization efforts, including decision support, change planning, and leader accountability for adoption.
- Lead end-to-end delivery of compensation and performance cycles for the aligned population, ensuring data integrity, risk/control adherence, and effective leader decision-making.
- Shape and drive talent and succession planning, identifying gaps and mobilizing actions (hiring, development, mobility, performance actions) in partnership with COEs.
- Coach leaders on complex people matters (performance, conduct, engagement, team effectiveness) with sound judgment and a risk-aware approach.
- Use insights and analytics (MIS/reporting, trends, outliers) to create fact-based narratives, root-cause diagnoses, and recommendations that drive measurable outcomes.
- Lead cross-LOB initiatives and large-scale change efforts, serving as the HRBA point person accountable for delivery, stakeholder management, and results.
Required Qualifications , Capabilities and Skills
- Relevant progressive HR experience, including direct advisory work with senior leaders.
- Demonstrated ability to influence senior leaders and operate effectively in a large, global, matrixed organization.
- Strong business acumen; able to connect talent actions to business outcomes and make practical tradeoffs.
- Executive presence and gravitas: clear, confident communication with the ability to challenge and influence constructively.
- Strong analytical and problem-solving skills; ability to leverage data to develop recommendations and drive action.
- Proven judgment and risk awareness when navigating complex employee/manager situations.
- Strong program/project leadership—able to drive end-to-end delivery, not just coordinate tasks.
We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation.
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