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 developing Human Resources (HR) strategies that impact large, complex business units within a major Line of Business (LOB). Key responsibilities include developing and executing tactical plans at the business unit level to achieve strategic objectives and organizational effectiveness. Job expectations include driving a wide range of HR activities and supporting functions across the bank such as talent acquisition, compensation, employee relations, regulatory compliance, performance management, and employee engagement and development.

The HR Manager (Manager Capability Coach) builds manager capability and strengthens leadership effectiveness across Consumer, Retail & Preferred. Working closely with business leaders and HR partners, the role identifies manager capability gaps and emerging needs and delivers targeted coaching and solutions that support business and enterprise priorities.

The role serves as a trusted coach and advisor to managers in large-scale, complex operations. The Manager Capability Coach helps leaders strengthen their leadership practices, navigate complex people matters, apply HR policies and guidelines, and effectively leverage enterprise HR resources and tools. Success requires strong coaching and influencing skills, sound judgment, the ability to operate independently, and a solutions-oriented mindset in a fast-paced, evolving environment. 

Responsibilities:

• Build manager capability through targeted coaching aligned with organizational, business, and enterprise priorities, including performance management and workplace policies.
• Provide individual and group coaching, helping managers strengthen leadership practices, address people challenges, and build sustainable behaviors that improve team effectiveness.
• Coach through complex people matters, using sound judgment and established HR policies and guidelines to advise managers, recommend solutions, and drive issues toward resolution, engaging other HR partners when appropriate.
• Influence and challenge managers constructively, including those who may be resistant to feedback or change, while building trust and reinforcing manager accountability.
• Identify capability gaps and emerging needs through partnership with HR and business leaders and use those insights to prioritize coaching and interventions.
• Identify recurring manager needs and develop scalable solutions, including tools, resources, group coaching, and other approaches that extend the impact of individual coaching.
• Use data and feedback to identify trends, evaluate coaching effectiveness, and provide actionable insights to HR leaders and enterprise partners.

• Apply operational excellence, organizational health, risk, and inclusion lenses to coaching and people-related practices.

• Manage a high volume of coaching and people matters independently, effectively prioritizing competing needs and adjusting quickly as business priorities change.
• Partner with peers to share best practices, align coaching approaches, and strengthen manager support.

Required Qualifications:

• 5+ years of HR, people management, leadership coaching, or related experience.
• Demonstrated experience coaching managers to strengthen leadership effectiveness and influence behavior change.
• Demonstrated ability to influence, challenge, and provide candid feedback to managers, including in situations where there may be resistance to feedback or change.
• Experience consulting with business leaders on complex employee and HR matters, applying sound judgment and established policies and guidelines.
• Strong judgment and problem-solving skills, with the ability to assess complex situations, identify options, and recommend or drive appropriate solutions.
• Proven ability to operate independently and manage a high volume of competing priorities in a fast-paced, changing environment.
• Strong relationship management and consulting skills, with the ability to build credibility and trust with managers, business leaders, and HR partners.
• Demonstrated ability to identify recurring needs or capability gaps and translate them into practical, scalable solutions.
• Ability to use data and information to identify trends, generate insights, and inform actions.
• Strong written and verbal communication skills, including the ability to communicate complex or sensitive topics clearly and effectively.
• High level of integrity and discretion in handling confidential and sensitive information.

Desired Qualifications:

• Experience designing or delivering manager development, leadership effectiveness, coaching, or related programs and resources.

• Experience supporting large-scale or complex operational organizations.
• Strong analytical skills and experience organizing and interpreting data to identify trends and opportunities.
• Experience with Excel, PowerPoint, Workday, Teams, SharePoint, or similar business and HR tools.
• Demonstrated curiosity and commitment to continuous learning.
• Bachelor's degree or equivalent experience.

Skills:

• Adaptability
• Executive Presence
• Leadership Development
• Prioritization
• Relationship Building
• Consulting
• Decision Making
• Fiscal Responsibility
• Problem Solving
• Workforce Planning
• Business Acumen
• Influence

Shift:

Hours Per Week: