VP, Workforce Planning Engagement Lead Analyst

Banking Capital Markets & Advisory - Analyst & Associate Program Manager

Vice President - Diversity, Equity and Inclusion

Assistant Manager Human Resource

AWS Team Lead

Senior Manager Talent Acquisition

HR Executive/Sr. Executive HR

In-Business Risk Lead Analyst - VP

Vice President, Finance Transformation Planning Initiative – Models, Lead Analyst

Role Description: <ul><li>The VP, Workforce Planning Engagement Lead Analyst is part of the Workforce Planning team that has been formed to lead transformation efforts around staffing and skill adequacy of our risk and control</li><li>functions and effective organization design. We are at a pivotal moment of redefinition across our franchise as we transform our risk and control environment to one that is stronger and simpler.</li><li>As part of the change, we are focused on enhancing our ability to align strategic planning with headcount and talent planning.</li><li>Workforce planning is at the center of the transformation efforts across the firm and this role will work with the HR and business leaders to project the organizational implications of their strategic choices, ensuring that the future workforce of the organization meets the expectations of staffing adequacy.</li><li>This role is responsible for supporting the building and maintenance of staffing capacity planning methodologies in collaboration with senior stakeholders, engagement managers while creating and</li><li>interpreting analytical results and influence the staffing adequacy conversation via active management of a set of variable and non-variable activities across risk and control population. The ideal candidate will have</li><li>excellent coordination, communication abilities, has relevant experience in organizational transformation, project management, has experience in acting as an individual contributor and has familiarity with Risk &amp; Control areas.</li><li>The role will provide daily analysis and support on project statuses, deliverables, analyze results and propose actions to the Engagement Team within the Workforce Planning unit.</li></ul> Responsibilities: <ul><li>Support the development of a resourcing tool and act as a stakeholder for the Workforce</li><li>Planning team when facing Risk &amp; Control organizations’ decision making roles</li><li>Participate in the build-out of a Common Risk &amp; Control Taxonomy framework, ensuring consistency to understand “What we Do” both on a firm and on an individual level</li><li>Track and follow-up on deliverables around the implementation of a Common Risk &amp; Control</li><li>Taxonomy supporting the Engagement Managers</li><li>Ensure the business specific taxonomies meet both the mutual exclusivity and the end-to-end criteria to be able to support capacity planning and strategic decision making across the Risk &amp; Control populations</li><li>Analyze and measure the current staffing methodologies that exist across the organization and ensure adherence to the operating model.</li><li>Identify/implement staffing capacity planning and management tools and technology enablers that will improve accuracy and effectiveness.</li><li>Continuously validate business demand drivers into the capacity planning methodologies and processes that will allow for the identification of future needs</li><li>Support the ongoing requirements of identifying and tracking staffing needs to meet the consent order transformation program requirements</li><li>Provide analysis and recommendations to improve staffing levels.</li><li>Validate confidence of established influence/drivers impacting forecasts.</li><li>Analyze drivers of significant forecast misses to continuously improve forecasting.</li><li>Utilize dashboards and analytics to create a data driven capacity planning environment</li><li>Express a collaborative and motivating attitude to join forces with colleagues for excellent results</li></ul> Requirements: Skills: <ul><li>Robust analytical, project management skills with proven track-record to handle change management</li><li>Possess a global mindset that enables operating internationally across large, highly matrixed organizations.</li><li>Able to leverage interpersonal skills to establish effective relationships and support the decision-making process</li><li>Able to act on goals and metrics, execute on actionable plans and manage work to achieve desired outcomes.</li><li>Ability to operate with a sense of urgency and prioritize work on an autonomous basis.&nbsp;</li><li>Adaptable and flexible; comfortable working under changing conditions.</li><li>Organized and self-directed; able to manage multiple tasks / activities at the same time.</li><li>High attention to detail, balanced with appreciation of the bigger-picture goals and objectives.</li><li>Interpersonal skills, ability to manage stakeholder relationships across various levels of seniority</li></ul> Qualifications: <ul><li>Bachelor’s degree required</li><li>6-8+ years relevant Project Management experience</li><li>Relevant Banking experience across the Risk &amp; Controls areas or equivalent Project Management Role across HR</li><li>Project Management certification or Masters degree preferred</li></ul>

Responsibilities: The Program Manager is responsible for the full end-to-end management of Analyst and Associate experiences including overseeing the following processes for Banking, Capital Markets &amp; Advisory:Performance Management and Compensation, Career Development, Engagement, Promotions, Manager Capability and Employees Relations. Performance Management &amp; Compensation: <ul><li>Drive Analyst, Associate, and VP year-end processes for your franchises, including ratings and compensation</li><li>Manage compensation data and reporting</li><li>Execute on Analyst-VP promotion process</li></ul> Career Development &amp; Mobility Opportunities: <ul><li>Manage mobility with Analysts and Associates within the NAM region; partner with Recruiting, compensation and business stakeholders</li><li>Provide career coaching and support for those looking for internal opportunities</li><li>Manage any career development domestic or global rotations</li></ul> Engagement, Immersion &amp; Offboarding: <ul><li>Partner with managers/staffers on the immersion of new talent into the organization hired at the lateral level</li><li>Maintain a pulse on the population around morale, trends and overall experience through quick chats, Roadshows and other ad hoc feedback mechanisms</li><li>Conduct Exit Interviews with all resigning employees and help manage attrition data</li></ul> Manager Capabilities: <ul><li>Actively engage with managers and staffers throughout the talent cycle to impart best practices for managing and developing junior talent</li></ul> Employee Relations: <ul><li>Partner with the HR Advisor, Employee Relations, and Legal teams to evaluate and resolve all employee relations issues</li></ul> Learning: <ul><li>Partner closely with Early Career Learning teams to execute and implement the new hire induction training program at both Analyst and Associate levels.</li></ul> Immigration: <ul><li>Partner closely with immigration team to ensure all junior bankers requiring sponsorship are properly put through the visa process</li></ul> Requirements: <ul><li>The ideal candidate will be a college graduate, preferably with 2-3 years of campus recruiting, program management, or other relevant experience</li><li>Desire to be in a service-oriented environment with enthusiasm and high level of interest in Human Resources and program design and management</li><li>Strong technical skills, including significant experience using Excel and PowerPoint</li><li>Ability to manipulate and manage large data sets</li><li>Strong communication, writing and oral presentation skills, with the ability to liaise with stakeholders at various levels of management, including very senior interactions and expectations</li><li>Ability to prioritize as needed while handling multiple time-sensitive projects and maintaining high level of attention to detail in a very fast-paced environment</li><li>Flexibility to work some early morning and evening hours.</li></ul>

Role Description: <ul><li>Looking for a candidate that has more of a HR Advisory/Generalist background.</li><li>Experience from a campus space with program management, or working in a program before.</li><li>Preferable coming from a financial background.&nbsp;</li></ul> Responsibilities: <ul><li>The Program Manager is responsible for the full end-to-end management of Analyst and Associate experiences including overseeing the following processes for Banking, Capital Markets &amp; Advisory:</li><li>Performance Management and Compensation, Career Development, Engagement, Promotions, Manager Capability and Employees Relations.</li></ul> Performance Management &amp; Compensation <ul><li>Drive Analyst, Associate, and VP year-end processes for your franchises, including ratings and compensation</li><li>Manage compensation data and reporting</li><li>Execute on Analyst-VP promotion process</li></ul> Career Development &amp; Mobility Opportunities&nbsp; <ul><li>Manage mobility with Analysts and Associates within the NAM region; partner with Recruiting, compensation and business stakeholders</li><li>Provide career coaching and support for those looking for internal opportunities</li><li>Manage any career development domestic or global rotations</li></ul> Engagement, Immersion &amp; Offboarding <ul><li>Partner with managers/staffers on the immersion of new talent into the organization hired at the lateral level</li><li>Maintain a pulse on the population around morale, trends and overall experience through quick chats, Roadshows and other ad hoc feedback mechanisms</li><li>Conduct Exit Interviews with all resigning employees and help manage attrition data</li></ul> Manager Capabilities&nbsp; <ul><li>Actively engage with managers and staffers throughout the talent cycle to impart best practices for managing and developing junior talent</li></ul> Employee Relations <ul><li>Partner with the HR Advisor, Employee Relations, and Legal teams to evaluate and resolve all employee relations issues</li></ul> Learning <ul><li>Partner closely with Early Career Learning teams to execute and implement the new hire induction training program at both Analyst and Associate levels.</li></ul> Immigration <ul><li>Partner closely with immigration team to ensure all junior bankers requiring sponsorship are properly put through the visa process</li></ul> Requirements: <ul><li>The ideal candidate will be a college graduate, preferably with 2-3 years of campus recruiting, program management, or other relevant experience</li><li>Desire to be in a service-oriented environment with enthusiasm and high level of interest in Human Resources and program design and management</li><li>Strong technical skills, including significant experience using Excel and PowerPoint</li><li>Ability to manipulate and manage large data sets</li><li>Strong communication, writing and oral presentation skills, with the ability to liaise with stakeholders at various levels of management, including very senior interactions and expectations</li><li>Ability to prioritize as needed while handling multiple time-sensitive projects and maintaining high level of attention to detail in a very fast-paced environment</li><li>Flexibility to work some early morning and evening hours&nbsp;</li></ul>

Responsibilities : <ul><li>The VP of Diversity, Equity, and Inclusion is responsible for leading a team that implements initiatives to ensure the optimal infusion of DE&amp;I principles and practices in all aspects of our organization, specifically in company culture and community impact.&nbsp;</li><li>The successful candidate will help Southern Glazer’s Wine &amp; Spirits (SGWS) set and deliver our mission, assisting in the evolution of an inclusive culture that drives business results by designing an overarching DE&amp;I strategy and aligning DE&amp;I initiatives in business units.&nbsp;</li><li>The VP of Diversity, Equity, and Inclusion will guide DE&amp;I’s for SGWS positioning across all externally facing business functions, create partnerships, and serve as a thought leader and internal consultant on diversity and inclusion topics.&nbsp;</li><li>They will also oversee Employee Resource Groups (ERG), training recommendations, workforce planning that focuses on diversity in talent sourcing and selection, diverse suppliers, and succession inclusion of diverse talent.&nbsp;</li><li>Create an overarching diversity, equity, and inclusion strategy in alignment to SGWSs business objectives, mission, and culture</li><li>Partner with the executive leadership team and HR leadership team to create strategic DE&amp;I goals and project plans around core business processes, marketing and social media engagement, with key accountability measures; create presentations for executive leadership team and HR leaders to share best practices, recommendations, benchmark initiatives and share data trends</li><li>Make recommendations to ensure business practices offer equitable opportunities for promotion, selection, and suppliers.</li><li>Facilitate open and practical dialogue throughout the company, resulting in a greater understanding of DE&amp;I and integration of DE&amp;I into the SGWS culture; help support grass-root business resource group efforts; create framework, integration into the business strategy, budgeting, executive sponsorship and leadership</li><li>Partner with HR and Centers of Excellence to create training and development programs and initiatives that nurture and retain talent across the company</li><li>Measure, track and analyze the effectiveness of SGWS DE&amp;I initiatives; report progress; identify opportunities for new areas of focus; benchmark and measure efforts and progress in DE&amp;I with best-in-class organization</li><li>Develop and execute the annual budget, strategies, work plan, and initiatives to drive DE&amp;I work at SGWS.</li><li>Serve as a partner and coach to senior leadership and all other stakeholders.</li><li>Identify and develop partnerships with external resources (training, talent sourcing, speakers, local leadership)</li><li>Advise communications team on internal and external communications with an eye toward DE&amp;I including social media and employee engagement surveys</li></ul> Requirements:&nbsp; <ul><li>BA/BS or equivalent years of comparable experience</li><li>10 years of progressively responsible experience required, including people and culture, change management, and DE&amp;I work with a focus on developing solutions and implementing strategies in organizations with diverse constituencies.</li><li>5 years of senior organizational leadership and direct people management experience</li><li>Experience managing diverse, remote, and high-performing teams and fostering their talent and growth</li><li>Ability to travel 1-2 times a month&nbsp;</li><li>Deep subject matter expertise on DE&amp;I and people and culture-related topics, including inclusive leadership, talent management best practices, anti-racism principles, and dismantling dominant-culture practices</li><li>Demonstrated ability to embed SGWS best practices into both organizational strategy and operations</li><li>Demonstrated ability to design and implement large-scale and tactical initiatives across an organization</li><li>Demonstrated commitment to continuous self-learning, reflection, and growth, especially related to the development of strong equity, diverse teams, and modeling this approach with others.</li><li>Demonstrated ability to serve as an internal consultant across an organization required, including the ability to build and maintain trusting and collaborative relationships with different stakeholder bodies with competing priorities.</li><li>Ability to successfully navigate through ambiguous and/or complex situations</li><li>Demonstrated ability to lead, develop, amend, adapt, cohere and communicate strategic initiatives to deliver impact in close collaboration with multiple teams.</li><li>Strong written and verbal skills in an increasingly virtual working world, and demonstrated success in communicating with advocacy targets, Executive Leadership Team, direct reports, and external partners in effective ways that adapt to this increasingly virtual work environment.</li></ul>

Responsibilities: Talent Acquisition: <ul><li>Create and build the talent acquisition strategy for the entire company, multi-level hiring and people management</li><li>Innovate hiring practices by using new methods or channels. </li><li>Keep a lookout for talent available in the market and plan accordingly</li><li>Attend events and represent the company at HR-related events. Networking is a key skill for this role.</li><li>Manage all job descriptions out in the market, ensuring they are high quality and accurate.</li><li>Keep track of metrics on a weekly/monthly basis for reporting to the CHRO</li><li>Ability to organize and run hiring drives at college campuses/corporate</li><li>Develop relationships with third-party recruitment agencies and staffing firms and manage the procurement and measurement process.</li><li>Ability to manage multiple and overlapping processes and projects to completion, prioritize effectively and meet deadlines</li><li>Create organizational charts and define each position’s responsibilities</li><li>Implement &amp; Monitor manpower budget YOY</li><li>Design employee promotion policies</li><li>Performance Management, IDP &amp; Succession Planning)</li><li>Responsible for rolling out Performance Management System.&nbsp;</li><li>Organize quarterly and annual performance review sessions</li><li>Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning. Discuss career-pathing options with high-potential employees</li><li>Conduct presentations and training to implement PMS, IDP process</li><li>Ability to facilitate business leaders in developing KRAs &amp; KPI metrics for their teams. Support, business leaders in developing simple dashboards so that they can monitor their team performance monthly</li><li>Analyze the training requirement data, develop the training calendar &amp; implement the training program.</li></ul> Employee Engagement: <ul><li>Responsible for improving the Employee Engagement Index across the organization and business by conceptualizing and implementing various employee development and engagement initiatives.</li><li>Developing and delivering the organizations internal communication strategy, planning a calendar of activities, organizing events, and increasing the level of employee engagement.</li><li>Leading and supporting the development and delivery of internal communication plans and materials.</li><li>Lead on the development and implementation of a new engagement platform, which we see as integral to the future of our organizational communications.</li><li>Initiate and implement innovative Team building and collaborative initiatives that help improve the Organizational Development Index.</li><li>Responsible for Employee Engagement, Brand Management, and Event Management.</li><li>Coordinating and following up with multiple departments on various activities assigned until the closure.</li><li>Planning and organizing significant events and ability to handle bigger groups in-person/ virtual.</li></ul> Requirements: <ul><li>Bachelor’s/Master’s degree in human resources.</li><li>8+ years of broad HR experience including talent management and performance management.</li><li>Proficient with Microsoft Office Suite or related software.</li><li>Someone with previous experience in rolling out the PMS cycle is a must for this role.</li><li>Proven track record in Talent Acquisition/Recruitment who is comfortable in achieving the monthly recruitment target is a prerequisite.</li><li>Previous experience in managing employee engagement will be an added advantage.</li></ul>

Responsibilities: <ul><li>&nbsp;Manage a team of Cloud Engineers; performance management, developing talent and knowledge;</li><li>Staff planning, workforce management, leading, motivating and coaching, shift schedules preparation;</li><li>Customer Relationship Management – lead regular customer calls and review tickets to ensure service quality is at an acceptable level and work is coordinated effectively;</li><li>Escalation Management – resolve technical as well as customer-initiated escalations. Drive post-mortem meetings and follow-up on the actions agreed;</li><li>Assist in technical decisions around incident and change management, continuous improvement, technological toolset in use;</li><li>Take part in pre-sales discussions to ensure prospects receive a clear picture of the Managed Services System and that the scope and requirements of each project are understood before it is signed;</li><li>Suggest improvements to the customer on-boarding process continuously together with Sales, Professional Services and Engagement Managers to ensure smooth, fast and effective transition of environments to Managed Services.</li></ul> Requirements: <ul><li>Good understanding of technical support in the areas of application, infrastructure, networks, or automation;</li><li>Excellent communication skills with demonstrated ability to find common ground with people of different age, gender, cultural background and on various organisational levels;</li><li>Understands the concept of Infrastructure as Code and has Cloud Practitioner level of AWS understanding as a minimum;</li><li>Excellent customer focus, with very good understanding of the business, successfully managing relationships with 3rd parties.</li><li>Excellent understanding of the ITIL framework and the DevOps methodology.</li></ul> &nbsp;Your language skill<ul><li>Very good level of English&nbsp;- can speak freely and communicate clearly with customers and partners, using the&nbsp;characteristic&nbsp;idioms and expressions of the English language.</li></ul>

Overview: <ul><li>The Senior Manager Talent Acquisition will be responsible for all aspects of recruitment within the country.&nbsp;</li><li>They will design and develop talent acquisition and talent development program to maintain high level of workforce and talent across the company&nbsp;</li><li>The person will lead a talent acquisition (TA) team of 12-15 members and work closely with the Country HR Director, Country Managing Director, HR Shared Service and business stakeholders on workforce planning and management.&nbsp;</li><li>He/She will report directly to the Regional Head of Talent Acquisition and is part of the Regional Talent Acquisition team</li></ul> Responsibilities: <ul><li>Lead the TA team and ensure the team is successful in recruiting the right talents / volume workforce in a timely and cost-effective manner. </li><li>Be prepared to step-in and communicate with stakeholders when requisition becomes challenging for the team.&nbsp;&nbsp;</li><li>Be cognizant of internal talents’ strength and be pro-actively in having meaningful discussion with business leaders / hiring managers regarding internal transfers / promotions.&nbsp;</li><li>Collaborate with the Regional TA Team on Employer Branding and Employee Value Proposition program.&nbsp;</li><li>Be the design lead of these initiatives in the country to ensure the company name is the top of mind for industry&nbsp;</li><li>Work closely with the Country HR Director and business leaders on resource planning to ensure accurate projection of resource required for the upcoming projects, etc.</li><li>Translate global diversity and inclusion goal to local objectives and initiatives. </li><li>Drive program and activities to strengthen a diverse and inclusive workplace&nbsp;</li></ul> Requirements: <ul><li>At least 15 to 20 years of progressive career in Talent Acquisition in the MNC environment&nbsp;</li><li>At least 7 to 15 years of people manager experience and is comfortable leading a team size of 12-15 members.&nbsp;</li><li>Has the experience to work in a matrix business environment</li><li>Ability to manage stakeholders, excellent influencing and communication skills</li><li>Passionate about coaching and developing talents and teams</li><li>Positive and forward-thinking mindset that embraces change&nbsp;</li><li>Bachelor / Master degree.&nbsp;</li><li>Ability to communicate with employees of all levels including blue collars</li></ul>

Responsibilities: <ul><li class="ql-align-justify">Organization Structures &amp; Culture: The incumbent will implement the right organization structure in line with business priorities and goals to ensure optimum manpower productivity. This will be further supported by the implementation of processes like performance management and talent development strategies to ensure a high-performance organization.</li><li class="ql-align-justify">Talent Acquisition &amp; Onboarding:&nbsp;Implement appropriate strategies for recruitment of quality hires across functions &amp; regions further supported by the right induction and onboarding processes. Manpower planning &amp; forecasting basis business needs, involvement in talent acquisition across levels within defined TAT through conducting interviews, liasioning with talent acquisition team and functional stakeholders.</li><li class="ql-align-justify">Talent Management:&nbsp;The incumbent will be required to drive the key strategic agenda for the Sales function such as building functional capability and strengthening the leadership pipeline and ensure development of high potential employees.</li><li class="ql-align-justify">Employee Engagement:&nbsp;The role entails driving the employee engagement surveys to understand the voice of the employees and roll out corrective/developmental actions that have a positive impact of employee engagement and thereby productivity &amp; retention.</li><li class="ql-align-justify">Employee Retention:&nbsp;Conducting exit interviews, attrition analytics, uncovering themes, insights and implementing function-wide and employee-level measures to retain good talent</li><li class="ql-align-justify">Learning &amp; Development:&nbsp;The incumbent will be responsible to design, develop and implement a capability-based training framework for various roles in the organization.</li><li class="ql-align-justify">Sales Incentive Design, Rewards and Recognition:&nbsp;Creating and implementing the monetary (Sales Incentive Program) and non-monetary rewards and recognition for the Sales function; creating frameworks to drive performance, motivate and engage employees</li><li>Managing 3rd Party Workforce:&nbsp;Liaising with 3rd Party Service Provider and functional stakeholders in Sales &amp; COE teams to manage the fleet of 3P workforce for Sales- manning, attrition, incentive earnings, rewards and recognition</li></ul> Requirements: <ul><li>MBA in HR</li><li>4&nbsp;to 6 years of Experience, out of which 1-2 years of experience as HR Business Partner, additional experience in a COE function in HR is preferred</li><li>﻿Proven track record of successful implementation of people strategy, programs, and initiatives</li><li>Deep functional expertise in any of the COE areas (Recruitment, Learning &amp; Development, Talent management, Compensation, and Benefit) will be preferred</li><li>Knowledge of labour law principles and practices</li></ul>

Responsibilities: <ul><li>Responsible for risk monitoring and analysis for Treasury, working closely with the Treasury Portfolio Managers, Treasury Risk Managers, and Treasury Finance and O&amp;T.</li><li>Partners with members of Treasury, Risk Management, and Finance to establish reporting requirements, develop the tools, analysis and reporting necessary to proactively identify and manage risk with respect to portfolios and products.</li><li>Leads assessment and implementation of appropriate risk and valuation models for CTI portfolios.</li><li>Drives strong Governance over Risk models and engages with other Treasury functions (IRRBB, Liquidity and Capital) to ensure Treasury operates within Risk Appetite.</li><li>Conducts daily, weekly, and or monthly monitoring of Interest Rate Exposure, Economic Value Sensitivity, DV01, duration, convexity, VaR, and MTM.</li><li>Analyzes Limit breaches, provide rationale for excesses and propose new Risk Limits and Triggers to Treasury Risk Management.</li><li>Act as Risk Subject Matter Expert on all Business and Regulatory Transformation projects led by Treasury Global Process Owners.</li><li>Develops a high level of expertise in the various systems Treasury uses to generate Risk and P&amp;L information such as DP, Summit, Yield Book.</li><li>Works with members of the various disciplines to identify ways to streamline and automate process flows in order to create more accurate and timely results, as well as improving efficiency.</li><li>Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firms reputation and safeguarding, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency.</li></ul> Requirements: <ul><li>3-7 years of experience within financial services or consulting with focus on Interest Rate Risk</li><li>Strong product knowledge of structured securities, debt, derivatives, and funding instruments</li><li>Solid understanding of valuation and risk analytics on securities and derivatives portfolios</li><li>Strong knowledge of risk systems would be beneficial</li><li>Good understanding of a bank’s balance sheet</li><li>Quantitative modeling skills a plus</li><li>Accounting knowledge of FAS133, AFS, HTM, MTM a plus</li><li>Experience communicating with senior managers and program sponsors</li><li>Significant intellectual curiosity and desire to learn how Treasury functions</li></ul>

Responsibilities: <ul><li>Facilitate Internal Audit engagement across milestone lifecycle. Manage calendar of Internal Audit interaction and coordinate SMEs to source and organize content for milestone kick-off, deliverable pre-closures, closure, and validation materials.</li><li>Oversee and refine the closure process to maintain efficiency.</li><li>Ensure consistency/quality of content and timeliness of responses.</li><li>Identify risks and issues impacting schedule and quality of deliverables with follow-through on mitigation and resolution.</li><li>Support efforts to define and implement the Models Project target state.</li><li>Design and maintain Dashboards to track key metrics for forecasting models</li><li>Provide analytical support and develop analytical tools to track milestones progress.</li><li>Provide reporting and informational updates to the Finance Transformation office and collaborate with the team to develop and ensure timely and consistent status reporting.</li><li>Partner closely with key stakeholders and contribute to driving key priorities within Planning.</li><li>Identify opportunities to add value beyond the scope of formal projects.</li><li>Oversight and Coordination of ad-hoc requests.</li><li>Perform other duties and functions as assigned.</li></ul> Requirements: <ul><li>5-10+ years of relevant experience within the financial services industry required.</li><li>MUST have Experience in auditing and model risk management (model development, model validation, model performance monitoring, model risk management governance) or equivalent experience</li><li>An understanding of Internal Audit processes</li><li>MUST have Understanding of SR11-07 and SR15-18</li><li>Excellent report writing skills</li><li>Excellent quantitative and qualitative skills; being able to analyze and present data insights (excellent data visualization skills, and fluency in Microsoft Excel, Power BI, Visio and Power Point), draw conclusions, identify trends and issues, and diagnose root cause of issues.</li><li>Outstanding communication, diplomacy &amp; presentation skills required in order to guide and influence stakeholders at all levels within the Organization.</li><li>Demonstrated ability to translate data into insights that are clear, concise, and meaningful.</li><li>Strong business analysis competency with historic success in shaping opportunities via conceptual thinking and abstract problem solving capabilities.</li><li>Knowledge of financial forecasting, modelling and stress testing methodologies and processes.</li><li>Track record of success in delivering high quality work in a fast paced and dynamic environment within a heavily matrixed organization.</li><li>The ability to multi-task productively while managing conflicting priorities is necessary for success</li><li>Experience in supporting transformation projects and organizational change initiatives.</li><li>Integrity, maturity, dependability, a “roll-sleeves” and “can-do” professional attitude.</li></ul>

Skills

Industry

Location

Jobtitle

388 vp workforce planning engagement lead analyst Jobs found

VP, Workforce Planning Engagement Lead Analyst

Banking Capital Markets & Advisory - Analyst & Associate Program Manager

Banking Capital Markets & Advisory - Analyst & Associate Program Manager

Vice President - Diversity, Equity and Inclusion

Assistant Manager Human Resource

AWS Team Lead

Senior Manager Talent Acquisition

HR Executive/Sr. Executive HR

In-Business Risk Lead Analyst - VP

Vice President, Finance Transformation Planning Initiative – Models, Lead Analyst