Talent Manager – Strategic Talent & Organisational Effectiveness

Bank of America Singapore; Singapore; On-site; SGD 120,000 - 180,000; Full time

Job summary

Bank of America Singapore seeks a Talent Manager to provide strategic talent, leadership and organisational effectiveness consulting to senior leaders across businesses and geographies. The role partners with leaders to translate priorities into talent strategies that strengthen leadership capability and workforce performance.

You will collaborate with Global Talent, GHR, business and functional stakeholders to apply enterprise frameworks and deliver measurable organisational impact.

Qualifications

• Significant experience in a consulting or advisory capacity across Talent Management, Leadership Development, Organisation Design, Change or Executive Coaching.
• Well-developed consulting capability, able to diagnose complex business challenges and translate insights into practical, high-impact solutions.
• Proven ability to operate across a global matrix organisation with multiple stakeholders.
• Strong executive communication and influencing skills.

Responsibilities

• Partner with senior leaders to translate business strategy into actionable talent and organisational strategies.
• Lead enterprise talent processes including talent and succession planning, performance management and leadership development.
• Advise on organisational design, change management and governance across geographies and functions.
• Collaborate with Global Talent, GHR and control functions to connect enterprise capability with organisational needs.

Skills

Consulting experience

Executive coaching

Leadership development

Organisation design

Change management

Analytical thinking

PowerPoint & Excel

Job description

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:

The Team:

Bank of America is one of the world's largest financial institutions, serving individual consumers, small- and middle-market businesses and large corporations with a full range of banking, investing, asset management and other financial and risk management products and services.

We are committed to attracting and retaining top talent across the globe to ensure our continued success. Along with taking care of our customers, we want to be the best place for people to work and aim at creating a work environment where all employees have the opportunity to achieve their goals.

Global Human Resources (GHR) Talent and Learning team helps leaders shape Bank of America culture, organizations, teams and talent.

Role Overview:

This role is responsible for providing strategic talent, leadership and organisational effectiveness consulting to senior leaders across businesses, functions and geographies. The role partners with leaders to translate business and organisational priorities into talent strategies and solutions that strengthen leadership capability, organisational effectiveness, workforce performance and succession.

The role will partner with a line of business leadership team and operate across businesses, functions and/or geographies based on enterprise and organisational priorities. Working closely with Global Talent, Global Human Resources (GHR), business and functional stakeholders, Subject Matter Experts (SMEs), control functions and external partners, the role will leverage enterprise frameworks, insights and solutions while adapting delivery to the needs of the organisation and relevant local or regulatory context.

The successful candidate will be an influential, commercially minded and results-oriented professional with strong organisational consulting capability and the ability to build trusted relationships across a complex, global organisation. They will demonstrate the judgement and agility to operate independently, connect business strategy with talent implications, and deliver solutions that create measurable organisational impact.

Key Responsibilities:

• Partner with senior leaders and leadership teams to understand business strategy, organisational priorities and workforce implications, translating these into actionable talent and organisational strategies.
• Provide strategic talent and organisational consulting across businesses, functions and geographies, ensuring solutions support business performance, leadership effectiveness and enterprise priorities.
• Lead and implement enterprise talent and leadership processes, including talent and succession planning, performance management, organisational design and effectiveness, manager and leadership development, executive onboarding, 360 feedback, employee engagement and development programme nominations.
• Apply enterprise talent strategies, frameworks and solutions across different organisational environments, adapting execution appropriately for business, geographic and regulatory requirements.
• Advise and coach senior leaders on leadership effectiveness, talent development, succession, organisational health and critical talent priorities.
• Use quantitative and qualitative insights to identify organisational and talent opportunities, inform decision-making and measure the impact of interventions.
• Consult on organisational change and transformation, including operating model effectiveness, organisational design, workforce implications, leadership requirements and change strategies.
• Lead or contribute to horizontal talent and organisational initiatives across businesses, functions, GHR and the Talent organisation, supporting greater consistency, connectivity and enterprise leverage.
• Build strong partnerships across Global Talent, GHR, business and functional stakeholders, SMEs and external partners to connect enterprise capability with organisational needs.
• Partner with Legal, Risk, Compliance, Corporate Communications and other control functions to identify and manage people-related risk and support effective execution of organisational and talent decisions.
• Support relevant regulatory and governance requirements relating to talent, succession, leadership and organisational change, working with appropriate regulatory and control partners.

Core Skills:

As a Talent Manager your skills and qualifications will ideally include:

• Significant experience in a consulting or advisory capacity, with demonstrated expertise across one or more of Talent Management, Leadership Development, Organisation Development, Organisation Design, Change or Executive Coaching. Experience in internal or external consulting environments is highly desirable.
• Well-developed consulting capability, with the ability to diagnose complex business and organisational challenges, identify underlying talent and organisational implications, and translate insights into practical, high-impact solutions.
• Proven ability to operate effectively across a complex, global matrix organisation, navigating multiple businesses, functions, geographies and stakeholder groups without reliance on formal authority.
• Agile and adaptable approach, with the ability to move quickly between priorities, stakeholder groups and organisational challenges while maintaining focus on the areas of greatest impact.
• Credibility and confidence working with senior executives, with the ability to challenge constructively, provide independent perspectives and influence decisions through insight, judgement and trusted relationships.
• Commercial and strategic mindset, with the ability to understand business priorities and connect talent, leadership and organisational interventions directly to business, people and performance outcomes.
• Strong bias for action and outcomes, able to move from diagnosis and recommendation to execution, maintain momentum and drive work through to measurable impact.
• Demonstrated analytical and conceptual thinking skills, including the ability to use qualitative and quantitative insight to identify themes, challenge assumptions and translate strategy into clear priorities and deliverables.
• Excellent relationship management and influencing skills, with a demonstrated ability to build trusted partnerships across Talent, GHR, business and functional teams.
• High degree of judgement and executive communication capability, with the ability to simplify complexity and communicate recommendations clearly and credibly, both verbally and in writing.
• Demonstrated programme and project leadership capability, with experience managing multiple priorities and stakeholders in a fast-paced, ambiguous environment.
• Strong technical proficiency in PowerPoint and Excel, with the ability to translate complex information into clear, decision-useful insights.