Human Resources Manager - Chief Financial Officer (CFO) New York, New York **Job Description:** 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 is core to how we drive Responsible Growth. This includes our commitment to being an inclusive workplace, attracting and developing exceptional talent, supporting our teammates’ physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve. Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations. At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us! **Job Description:** This job is responsible for developing Human Resources (HR) strategies that impact large, complex business units within a major Line of Business (LOB). Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development. **The Human Resources Manager will be a member of the Chief Financial Officer (CFO) HR team** . The CFO Group is responsible for the overall financial management of our company. This includes accounting, financial and regulatory reporting, balance sheet management, financial planning and analysis, treasury, investor relations, corporate investments and tax. **Responsibilities:** + Manages the strategic delivery of Enterprise and Line of Business (LOB) 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 HR Executive and business leaders to ensure that programs and practices are in alignment with Enterprise culture and conduct principles, serving as a trusted advisor to leadership + Manages and influences 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 + Collaborates with compensation, talent acquisition, and business partners to provide appropriate guidance on employee compensation, both at an individual level as well as in aggregate, while maintaining a focus on expense management + Leverages reporting tool results shared by HR Consultants to inform effective and strategic decision making **Required Qualifications:** + 5+ years of HR generalist experience + Experience in client management around complex strategic HR issues such as talent management, employee relations, org design/development, change management, etc. + Must have experience working directly with/consulting a business leader on HR strategy + Proven track record in developing strategy and proactively driving change to help drive business results and execute on key initiatives + Experience supporting technically complex and geographically dispersed groups of associates + Experience managing in a fast-paced, rapidly-changing, and highly complex environment + Demonstrated ability as an enterprise/global thought leader who can proactively drive change and innovation + Deep technical HR competence with the 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 + Deep and broad business acumen with a strategic mindset to uncover hidden opportunities that create value through improved processes, competitive advantage, and innovation **Desired Qualifications:** + Knowledge of LOB and the regulatory environment is a plus + Strong Microsoft Office and PowerPoint skills/written presentation skills + Project management experience **Skills:** + Adaptability + Executive Presence + Leadership Development + Prioritization + Relationship Building + Consulting + Decision Making + Fiscal Responsibility + Problem Solving + Workforce Planning + Business Acumen + Influence + Project Management + Strategy Planning and Development + Workforce Analytics **Minimum Education Requirement:** • Bachelor’s Degree in related field or equivalent work experience **Shift:** 1st shift (United States of America) **Hours Per Week:** 40 Bank of America and its affiliates consider for employment and hire qualified candidates without regard to race, religious creed, religion, color, sex, sexual orientation, genetic information, gender, gender identity, gender expression, age, national origin, ancestry, citizenship, protected veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity, in accordance with all applicable federal, state, provincial and municipal laws. The company also prohibits discrimination on other bases such as medical condition, marital status or any other factor that is irrelevant to the performance of our teammates. To view the "Know your Rights" poster, CLICK HERE (https://www.eeoc.gov/sites/default/files/2023-06/22-088\_EEOC\_KnowYourRights6.12.pdf) . View the LA County Fair Chance Ordinance (https://dcba.lacounty.gov/wp-content/uploads/2024/08/FCOE-Official-Notice-Eng-Final-8.30.2024.pdf) . Bank of America aims to create a workplace free from the dangers and resulting consequences of illegal and illicit drug use and alcohol abuse. Our Drug-Free Workplace and Alcohol Policy (“Policy”) establishes requirements to prevent the presence or use of illegal or illicit drugs or unauthorized alcohol on Bank of America premises and to provide a safe work environment. To view Bank of America’s Drug-free Workplace and Alcohol Policy, CLICK HERE . Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations. Should you be offered a role with Bank of America, your hiring manager will provide you with information on the in-office expectations associated with your role. These expectations are subject to change at any time and at the sole discretion of the Company. To the extent you have a disability or sincerely held religious belief for which you believe you need a reasonable accommodation from this requirement, you must seek an accommodation through the Bank’s required accommodation request process before your first day of work. This communication provides information about certain Bank of America benefits. Receipt of this document does not automatically entitle you to benefits offered by Bank of America. Every effort has been made to ensure the accuracy of this communication. However, if there are discrepancies between this communication and the official plan documents, the plan documents will always govern. Bank of America retains the discretion to interpret the terms or language used in any of its communications according to the provisions contained in the plan documents. Bank of America also reserves the right to amend or terminate any benefit plan in its sole discretion at any time for any reason.