Talent Acquisition jobs in United States, Illinois, Chicago

As a Talent Advisor for Commercial and Investment Banking, you will partner with a senior Talent Advisor to support the delivery of talent management processes inclusive of talent reviews, promotion, succession planning and manager development for your aligned client segment. You will leverage talent development expertise as well as consulting, project management and analytical skills to advise business leaders on talent solutions and support function-specific talent initiatives for your client segment through the execution of talent discussions, leadership team/offsite workshops, manager development sessions, and executive coaching. You will support utilization and improvement of the HR, Talent & Employee Experience products to meet business demand and contribute to the improvement of the firmwide talent advisory offerings. In this high impact role, you will have the opportunity to achieve key success outcomes such as understanding the Commercial and Investment Banking business structure, identifying senior talent and unique business needs to help define and contribute value to an overarching talent strategy, partnering across the talent and HR segment to align on focus areas, providing clarity on our talent advisory intake model and offerings, leveraging available talent development solutions to scale impact and improving focus of our leaders on understanding and developing high potential, diverse talent and succession outcomes.

Job Responsibilities:

• Partner with business leaders and HR Business Advisors to define, prioritize, drive and achieve strategic talent management objectives that support business objectives
• Leverage firmwide standards and frameworks to guide and scale successful delivery of annual talent processes (promotion, succession planning and performance development)
• Advise senior leaders, using strong relationship skills and expertise, to diagnose people and organizational gaps and identify ongoing training and development needs for talent within their organization
• Design and execute development interventions based on a defined intake model for select C-suite individuals and leadership teams including senior level offsites utilizing available intact team resources and various assessments (e.g., Interpersonal Leadership Styles, Clifton Strengths, etc.)
• Promote utilization of firmwide HR talent products within your client segment by providing regular updates on timelines, deliverables and customer-specific metrics to senior leaders and HRBAs, as appropriate
• Leverage available talent analytics, such as Employee Opinion Survey, attrition, Analyze, diagnose and report on individual and organizational issues based on the Employee Opinion Survey (EOS)
• Partner with the DEI Advisor to provide thought leadership on customer diversity, equity & inclusion initiatives, leveraging metrics that demonstrate impact and progress
• Coach senior leaders as part of Executive development programs, as well as to support development and improve performance
• Maintain a strong controls environment by adhering to risk/control expectations, procedures and processes

Required Qualifications, Capabilities, and Skills:

• A minimum of 7 years of Human Resources, Strategy, or Business Management experience required.
• Proven business analytical skills (ability to utilize critical thinking and analytical skills to identify issues and trends, develop solutions and/or recommendations to address root cause)
• Strong organization and time management skills, including the ability to manage multiple deliverables simultaneously
• Excellent project/program management and planning skills
• Ability to work collaboratively and develop strong working partnerships with HR colleagues and the business
• Strong PowerPoint skills, high attention to detail and ability to convey a narrative through use of data and research
• Excellent verbal and written communication skills
• Strong facilitation and coaching skills
• Experience in designing and delivering talent development interventions

In addition to the technical program, you will also work to pave the way for an expanding TPM discipline within the team, by leveraging your industry knowledge and experience to teach the organization what a great TPM can achieve.

Our TPM Directors have:

• Strong technical backgrounds (ideally building highly scalable platforms, products, or services) with the ability to proactively identify and mitigate technical risks throughout delivery life-cycle

• Exceptional communication and collaboration skills

• Excellent problem solving and influencing skills

• A quantitative approach to problem solving and a collaborative implementer to holistic solutions; a systems thinker

• Experience as a TPM leader to grow and develop a team of TPMs, while also building the foundations for the TPM practice

• Ability to simplify the technically complex and drive well-educated decisions across product, engineering, design, and data science representatives

• Deep focus on execution, follow-through, accountability, and results

• Exceptional cross-team collaboration; able to work across different functions, organizations, and reporting boundaries to get the job done.

• Highly tuned emotional intelligence, good listener, and deep seated empathy for teams and partners

Basic Qualifications:

• Bachelor's degree

• At least 7 years of experience managing technical programs

Preferred Qualifications:

• 7+ years of experience designing and building data-intensive solutions using distributed computing

• 3+ years of experience in building distributed systems & highly available services using cloud computing services / architecture - preferably using AWS

• 3+ years experience building highly scalable mobile products & platforms

• 3+ years of experience with Agile delivery

• 3+ years years experience delivering large and complex programs - where you own the business or technical vision, collaborate with large cross-functional teams, secure commitments on deliverables and unblock teams to land business impact

• Experience in building systems & solutions within a highly regulated environment

• Bachelor's degree in a related technical field (Computer Science, Software Engineering)

• MBA or Master’s Degree in a related technical field (Computer Science, Software Engineering) or equivalent experience

. Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level.

If you have visited our website in search of information on employment opportunities or to apply for a position, and you require an accommodation, please contact Capital One Recruiting at 1-800-304-9102 or via email at . All information you provide will be kept confidential and will be used only to the extent required to provide needed reasonable accommodations.

Job Description:

As a Security Integration Engineer, you will maintain responsibility for the security engagement and integration activities for company mergers and acquisitions. This role will oversee core activities associated with the end-to-end process of an acquisition with dedicated focus on security-specific evaluations, assessments, scoping and program management, and integration to Bank of America security programs. To perform day to day activities will require continuous engagement with key security, legal and compliance, and senior level personnel. This person will maintain and govern the Mergers and Acquisition Framework. Additionally, this person will oversee and provide support for Divestitures.

• Support Global Information Security and Stakeholders by balancing the needs of the business while ensuring information security risks are appropriately identified and managed to drive uncompromising cyber security protection for company mergers and acquisitions.
• Serve as an Information Security subject matter expert to advise on security engagement and integration activities.
• Advise LOB management on risk issues related to information security technology and recommend actions in support of the bank's wider risk management and compliance programs.
• Foster relationships with internal and external partners to access technologies from a cybersecurity purview.
• Collaborate with development, QA, and operations teams to ensure security best practices are integrated at every stage of the merger and acquisition.
• Ability to build strong Partner relationships with peer technology groups and supported LOB.
• Support the triage process with the client and help them understand the GIS support structure and requirements.
• Ensure compliance with policies and laws.

• Identify and mitigate potential security, privacy and ethical concerns associated with risks related to the merger and acquisition.
• Communicate security risks and strategies to senior management and other stakeholders.
• Collaborates with risk partners on info security critical priorities to drive GIS/LOB risk deliverables.
• Participate in senior LOB specific Risk Management & Business Continuity Routines.
• Identify and measure global information security (GIS) controls on most critical business processes or channels.
• Drives required risk culture and partnership with peer technology teams and supported LOB.
• Participates in key CIO operating routines to drive information security risk strategy.

• 7+ years exp in Information Security with a focus on security assessments, architecture, threat hunting, and cloud
• Program and project management skills
• Prior experience within the security space for M&A
• Experience with financial sizing (i.e. cost, technology assets, assumptions)
• Experience in large financial institution technology consulting or direct, with a focus on regulations
• Experience with third party cyber security
• CISSP required

This job will be open and accepting applications for a minimum of seven days from the date it was posted.

Key Responsibilities:

• Responsible for the implementation and execution of the broad talent management outcomes such as rigorous succession planning for critical roles, identification, and management of talent deep into the USCAN commercial & service organization, ensuring driving DE&I rigor into all our talent management efforts
• Partner with business leaders and HR Business Partners to support the identification, assessment and development of talent in business-critical roles. Support the development and execution of succession plans for critical talent across USCAN
• This role oversees additional talent management initiatives such as talent reviews, internal talent mobility & career pathing. Collaborating with leadership, key stakeholders, HRBPs, and the central talent management team, this role will lead the strategy & hands-on implementation of scalable solutions in all areas of Talent Management for the USCAN distribution region
• Partner closely with the USCAN L&D organization to define competencies, leverage assessments, build leadership development pathways, support career pathing, and integrate performance management & succession planning for key roles.
• Drive and ensure rigor and standards as related to talent management are embedded throughout the client organization
• Responsible for driving organizational design, organizational effectiveness, culture initiatives and other large-scale organizational strategies that impact USCAN organization.
• Act as an organization design coach and play a key role in enabling the HRBPs to shape the future of the USCAN organization by implementing strategic org initiatives.
• Provides program management guidance and project planning for org/ops model related deliverables
• Be key member of the Global Talent organization- helping in the shaping, design of our global solutions and standards across the entire talent lifecycle

Qualifications

• Strong Academic background with 10+ years’ experience in Human Resources including Talent Management and Client-facing roles
• Organizational design experience deployed in large complex organizations
• Experience in leading/managing the businesstransformation/organizationalchange
• Coaching – ability to coach and work collaboratively with business and HR colleagues
• Excellent facilitation skills with experience leading workshops and engaging diverse stakeholders – across functions and levels of seniority

Desired Characteristics

• Prior experience in consultancy / operating as HRBP in a consultancy business model
• Impact and influence – ability to influence executive level leaders working as a collaborative partner across the overall business
• Storytelling and communication skills to articulate the case for change, drawing on data where appropriate and applying logic to analyze options to solve business issues
• Strong analytical skills and strategic thinking
• Established credibility with senior-level stakeholders