City National Bank

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.. 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.. Lead the design, implementation, and maintenance of a comprehensive skills taxonomy, mapping individual and team skill sets to organizational needs and strategic objectives, and in alignment with the Bank’s job architecture.. + Partner with data science and technology teams to identify and implement talent management technologies and integrate people analytics tools and dashboards.. Demonstrated expertise in skills taxonomy development, competency frameworks, and people analytics.

program management

**TALENT PROGRAM MANAGEMENT LEAD (Strategy and Infrastructure)**
**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.
**What you will do**
+ 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.
**Strategy and Infrastructure Role Responsibilities:**
+ Lead the design, implementation, and maintenance of a comprehensive skills taxonomy, mapping individual and team skill sets to organizational needs and strategic objectives, and in alignment with the Bank’s job architecture.
+ Partner with data science and technology teams to identify and implement talent management technologies and integrate people analytics tools and dashboards.
+ Develop and implement processes to generate actionable insights from regulatory skills and staffing assessments, workforce planning activities and other talent data sources.
+ Develop a roadmap for evolving talent management capability and the supporting infrastructure.
+ Lead execution of parts of the roadmap owned within Talent Management such as skills and staffing assessments and partner with other areas within HR to advise and align other components of Talent Management (e.g., succession planning, talent acquisition, performance management).
+ Plan and evolve the Bank’s ability to create and execute talent strategy and human capital planning commensurate with organizational need, readiness, and in alignment with regulatory climate and priorities.
+ Advise on implications of talent insights and strategy on approaches for performance management, succession planning, learning and development methodologies.
+ Maintain a deep understanding of labor legislation and best practices in talent management and intelligence.
+ Stay abreast of industry trends and emerging technologies in talent intelligence, management, development; Serve as a subject matter expert regarding talent strategy and infrastructure; act as a trusted advisor to business leaders in a complex environment undergoing significant change that requires dynamic and agile resource planning.
+ Provide support and ongoing guidance to business leaders and managers as they new policies, processes, and procedures owned by the Talent Management department are implemented.
+ Manage a team to work collaboratively towards common objectives.
+ Partner with change management teams to ensure appropriate and effective change management strategies are employed to drive awareness, change, and adoption of new tools, policies, and processes.
+ Develop and deliver a wide range of internal and external reports using talent-related metrics and findings to provide clarity and understanding of these metrics to senior leadership.
**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 (mails.cnb.com/lib/fe5e15707c640c78771c/m/10/cbedd856-c2fc-491b-a625-3ab7a0fd9a65.pdf) .
**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 America’s leading diversified financial services companies.
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