Job Description:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day.

Being a Great Place to Work and providing a culture of caring is core to how we drive Responsible Growth. We are intentional about fostering an inclusive workplace where every teammate has the opportunity to succeed, build a career and contribute to our shared success. This includes attracting and developing exceptional talent, recognizing and rewarding performance, and supporting our teammates’ physical, emotional, and financial wellness through affordable, competitive and flexible benefits.

We value the unique perspectives individuals bring from all backgrounds and career paths - whether shaped by military service, community college education, or a wide range of work and life experiences. These journeys foster resilience, leadership and innovation, strengthening our workforce and positively impact the communities we serve.

Bank of America is committed to an in-office culture that supports collaboration, engagement, and career development. Our approach includes clear in-office expectations, while providing an appropriate level of flexibility based on role-specific responsibilities and business needs.

At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!

Job Description:
This job is responsible for leading enterprise-wide talent development and organizational design solutions. Key responsibilities include supporting senior business leaders to identify strategies directly linked to organizational goals and implement leadership solutions across the business. Job expectations include partnering with Global Talent, Global Human Resources (GHR), business stakeholders, Subject Matter Experts (SMEs), and vendors to execute enterprise talent processes and provide consultative support to lead the design, development, and implementation of talent development.

This Talent Consultant II will serve as the Manager Insights and Feedback Lead within Global Talent. The role is the single point of accountability for the enablement layer of the enterprise feedback cycle, translating Employee Engagement Survey (ESAT) and Manager 360 assessment insights into clear guidance, resources, and development actions for managers and Talent partners.

The role will lead Global Talent enablement strategy and day-to-day execution across feedback programs, including stakeholder readiness, communications, listening and action-planning frameworks, reporting insights, and continuous improvement. This individual will work closely with GOAT, Enterprise Process Delivery, Corporate Communications, Human Resources, Talent Executives, Talent Client Managers, and other partners. Process, vendor, technology, access, and platform ownership remain with the designated process owners.

Responsibilities:

• Partners with business and Human Resources (HR) leaders to design and deliver talent management strategies and talent development plans that ensure effective succession planning and a bench of future leaders
• Leads, designs, and implements key leadership development processes and HR initiatives such as talent and succession planning, performance management, organizational design and effectiveness, manager development, 360 feedback, and program nominations
• Executes talent management strategy and organizational design across local, regional, and enterprise teams and partners while ensuring compliance with rules and regulations
• Provides consultative support and coaching to key leaders focused on promoting and developing diverse and top talent
• Maximizes business and enterprise objectives and outcomes by implementing strategic talent solutions leveraging quantitative and qualitative data
• Partners with control functions (e.g., Corporate Communications, Legal, Risk, Compliance) to mitigate people risk and effectively communicate people moves and talent processes to impacted stakeholders
• Owns Global Talent enablement strategy and hand-offs across the annual ESAT cycle and recurring Manager 360 and Senior Leader Assessment cycles, maintaining an integrated calendar and clear ownership transitions.
• Provides Talent and business context to inform timelines, feedback package design, results delivery, and access timing in partnership with GOAT and Enterprise Process Delivery.
• Leads the Global Talent communications cascade across process consultants, Talent Executives, Talent Client Managers, OneSource, Human Resources, and other stakeholders, ensuring consistent messaging from pre-survey readiness through results delivery and action planning.
• Develops HR and manager readiness content in partnership with Enterprise Manager Development peers, Corporate Communications, and other subject matter experts.
• Owns listening session and action-planning frameworks, including talking points, facilitation guidance, summary capture tools, quarterly business review templates, and action-plan resources.
• Partners with process owners on tracking and reporting design, synthesizes themes and insights, and translates quantitative and qualitative feedback into clear recommendations and development priorities.
• Maintains manager and Talent partner resources, including action guides, office hours, consultation tools, and practical resources that enable direct support to lines of business.
• Develops and stewards AI-enabled resources, including prompt libraries that support feedback analysis, insight generation, and action planning, in alignment with relevant governance and partner teams.
• Connects Manager 360 and ESAT manager-effectiveness themes to create an integrated feedback narrative and inform enterprise manager development priorities.
• Manages operating routines, requirements, documentation, risks, dependencies, testing, release readiness, controls, and issue escalation for assigned enablement workstreams.
• Drives continuous improvement of the manager feedback experience, reporting, content, and resources while maintaining clear boundaries with teams responsible for survey configuration, platforms, vendor management, text analytics, controls, access, and eligibility administration.

Required Qualifications:

• Minimum of 5+ years’ experience in any of the following: Learning or Program Development/Program Management OR Leadership development & talent management (including coaching) OR Organization Development, Change and/or Organization Design OR HR Generalist OR Relevant HR specialist experience leading programs, processes, or other talent practices.
• Demonstrated experience leading complex, enterprise-wide programs or workstreams with multiple stakeholders, dependencies, and delivery cycles.
• Experience translating employee, manager, or organizational feedback and data into clear insights, recommendations, communications, and action-planning resources.
• Strong relationship management skills with the ability to consult, advise, and influence senior leaders and cross-functional partners.
• Demonstrated program and project management capability, including the ability to translate strategy into goals, operating plans, milestones, risks, and deliverables.
• Sound judgment and strong written, verbal, facilitation, and executive presentation skills.
• Proven ability to build trusted partnerships and drive alignment across Talent, Human Resources, communications, process, technology, and control partners.
• Ability to operate effectively in ambiguity, manage changing priorities, and drive work to completion with strong attention to detail.
• Technical proficiency in PowerPoint and Excel; experience with dashboards, survey reporting, feedback tools, or AI-enabled productivity resources is preferred.

Skills:

• Attention to Detail
• Influence
• Leadership Development
• Prioritization
• Written Communications
• Networking
• Organizational Effectiveness
• Presentation Skills
• Succession Planning
• Talent Development
• Executive Presence
• Retention
• Stakeholder Management
• Workforce Opportunity Management
• Workforce Planning

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