TALENT PROGRAM MANAGEMENT LEAD (PROGRAM GOVERNANCE)

WHAT IS THE OPPORTUNITY?

This job engages in development, implementation planning, rollout, and governance of core talent management policies, processes, procedures, initiatives, and infrastructure such as regulatory-driven skills and staffing assessments, skills taxonomies, workforce planning, talent strategy, organization development/design, job/work design, and career development and management.

This role will help envision and execute a roadmap to build mature talent management capabilities. These capabilities will evolve from regulatory-focused assessments of skills and resource levels to a strategic workforce planning and management capability. Success in this role relies on the ability to implement well-staged solutions that account for regulatory commitments, readiness of the organization, and appropriate and effective alignment with parent company, Royal Bank of Canada (RBC) talent management practices. At each capability maturation stage, value add is achieved by providing insights, metrics, reports and processes that shift leadership mindsets and decision-making ability regarding strategic and operational management of talent.

This role will work across the organization to engage stakeholders with effective change management strategies, communications, capability development, and data and insights.

An essential responsibility of this role is to remain abreast of best practices, industry and regulatory trends that can help improve the utility and impact of our talent management programs.

RESPONSIBILITIES

• Focuses on improving workforce performance including: Identifying critical workforce requirements (e.g., skills, competencies, and performance outcomes) necessary to achieve current and future business results.
• Specializes in identifying the talent requirements of the firm, and implementing the appropriate training, development, and coaching initiatives.
• Responsible for developing, managing, and supporting philosophy, strategy and associated processes and tools for learning & leadership development and workforce planning
• Works closely with Human Resources leadership to identify organizational gaps, and recommend changes, updates or modifications to current policies, processes and tools. This includes implementing / reviewing policies and programs to promote the benefits of a diverse and inclusive workforce, and the design of organizational structures to enhance organizational effectiveness
• Creates, plans, and implements talent strategies, programs and tools
• Responsible for managing human resource-related initiatives, and rolling them out to the business strategically.

What you will do

• Lead development of the required governance documents and processes for the talent management programs, with an initial focus on regulatory-driven staffing and skills assessments.
• Build capability within the business to adhere to and effectively execute the governed talent management programs; educate executive and senior management and other key stakeholders on talent management program governance, including ensuring effective use of communications and change management strategies.
• Monitor and ensure cohesive Talent Management program governance and stakeholder experience.
• Execute talent management program governance to monitor, guide, and ensure adherence by business leaders across the bank. Advise leaders what aspects of the talent management programs apply to their regulatory and business-as-usual needs.
• Provide support and ongoing guidance to business leaders and managers as they execute and participate in talent management programs that help assure appropriate alignment to requirements.
• Manage a team to work collaboratively towards common objectives of talent management program governance.
• Work with lines-of-business managers, representing the Human Resources Division and Talent Management to understand their needs and translate them into internal strategies and actions to strengthen and expand, as necessary, talent management governance and requirements. Identify new governance requirements and necessary procedure updates.
• Works with the various risk, strategy, controls, and governance stakeholders across the bank to align Talent Managements governance practices.
• Monitors Talent Managements execution of controls within its procedures and processes. Identifies any risks and recommends mitigation strategies.
• Elevate issues for the Head of 1 LOD Risk and Compliances attention and when appropriate for further reporting to senior management, as necessary.
• Keep abreast of bank and industry initiatives and best practices to ensure alignment and compliance of Talent Managements program governance.
• In addition to primary responsibility, assist the SVP, Manager Talent Management on various projects as needed.

Must-Have*

• Bachelor's Degree or equivalent
• Minimum 5 years Banking experience
• Minimum of 7 years of relevant experience in Talent Management, Talent Development and/or Program Governance within Human Resources
• Team leadership experience required

Skills and Knowledge

• Demonstrated expertise in skills taxonomy development, competency frameworks, and people analytics.
• Program development and project management experience
• Workforce Planning or regulatory-driven staffing and skills experience preferred
• Change Management experience preferred.
• Experience with leading the development of reports and key findings for management based on quantitative and qualitative data.
• Strong leadership, communication, and collaboration skills
• Strategy execution
• Process execution
• Influencing, and persuasion skills
• Leadership presence
• Strong diligence and follow-through
• Detail-orientation balanced with management of the big picture and priorities.
• Strong knowledge of talent management practices and technology.
• Initiative-taker who navigates ambiguity with curiosity, problem solving and critical thinking.
• Exceptional collaboration skills and ability to engage resources across the organization to drive better solutions.
• Ability to work cross functionally with a wide range of colleagues at various levels.

Compensation

Starting base salary: $122,535 - $208,715 per year. Exact compensation may vary based on skills, experience, and location. This job is eligible for bonus and/or commissions.

*To be considered for this position you must meet at least these basic qualifications
The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Benefits and Perks

At City National, we strive to be the best at whatever we do, including the benefits and perks we offer our colleagues. Get an inside look at our Benefits and Perks.

INCLUSION AND EQUAL OPPORTUNITY EMPLOYMENT City National Bank is an equal opportunity employer committed to diversity and inclusion. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status or any other basis protected by law.'

ABOUT CITY NATIONAL

We start with a basic premise: Business is personal. Since day one we've always gone further than the competition to help our clients, colleagues and community flourish. City National Bank was founded in 1954 by entrepreneurs for entrepreneurs and that legacy of integrity, community and unparalleled client relationships continues to drive phenomenal growth today. City National is a subsidiary of Royal Bank of Canada, one of North Americas leading diversified financial services companies.