Senior HR Business Partner - Wealth

Final date to receive applications:08/21/2026

Address:100 King Street West Job Family Group:

Human Resources Acts as a strategic thought partner and trusted advisor to Global Asset Management and BMO Investor Line’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…