10/09/2026
Address:
100 King Street West
Human Resources
Acts as a strategic thought partner and trusted advisor to Line of Business’s senior leadership team, helping to advance the business’ people strategy and optimize their human capital. Focused on 4 key areas of accountability:
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
- 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 subject matter expert for internal/external stakeholders.
- Operates at a group/enterprise-wide level and serves as a specialist resource to senior leaders and stakeholders.
- Applies expertise and thinks creatively to address unique or ambiguous situations and to find solutions to problems that can be complex and non-routine.
- Implements changes in response to shifting trends.
- 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 7+ 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 professional with a combination of education, experience and industry knowledge.
Advanced level of proficiency:
- Strategy Development
- Strategic Planning
- Strategic Thinking
- Strategic Advising
- Strategic Influence
- Human Resource (HR) Change Management
Expert level of proficiency:
- Emotional Resilience
- Curious Mindset
- Contextual Thinking
- HR Risk Management
- Communication
$85,500.00 - $185,000.00
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 bonuses, as well as other perks and rewards. BMO also offers health insurance, tuition reimbursement, accident and life insurance, and retirement savings plans. To view more details of our benefits, please visit:
About Us
At BMO we are driven by a shared Purpose: Boldly Grow the Good in business and life. It calls on us to create lasting, positive change for our customers, our communities and our people. By working together, innovating and pushing boundaries, we transform lives and businesses, and power economic growth around the world.
As a member of the BMO team you are valued, respected and heard, and you have more ways to grow and make an impact. We strive to help you make an impact from day one – for yourself and our customers. We’ll support you with the tools and resources you need to reach new milestones, as you help our customers reach theirs. From in-depth training and coaching, to manager support and network-building opportunities, we’ll help you gain valuable experience, and broaden your skillset.
To find out more visit us at .
BMO is committed to an inclusive, equitable and accessible workplace. By learning from each other’s differences, we gain strength through our people and our perspectives. Accommodations are available on request for candidates taking part in all aspects of the selection process. To request accommodation, please contact your recruiter.
Note to Recruiters: BMO does not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to BMO, directly or indirectly, will be considered BMO property. BMO will not pay a fee for any placement resulting from the receipt of an unsolicited resume. A recruiting agency must first have a valid, written and fully executed agency agreement contract for service to submit resumes.