Senior Manager of Organizational Effectiveness & Talent Strategy

Introduction

Since 1973, East West Bank has served as a pathway to success. With over 110 locations across the U.S. and Asia, we are the premier financial bridge between the East and West. Our teams of experienced, multi-cultural professionals help guide businesses and community members on both sides of the Pacific looking to explore new markets and create new opportunities, and our sustained growth and expertise in industries like real estate, entertainment and media, private equity and venture capital, and high-tech help build sustainable businesses and expand our associates’ potential for career advancement. 

Headquartered in California, East West Bank (Nasdaq: EWBC) is a top-performing commercial bank with a strong foundation, an enterprising spirit and a commitment to absolute integrity. East West Bank gives people the confidence to reach further.

Overview

East West Bank (“EWB”) is seeking a Senior Manager of Organizational Effectiveness & Talent Strategy. This individual is responsible for leading talent management, leadership development, succession management, performance management, learning, and organizational design.  They will partner with senior executives and other HR functions to identify and prioritize strategic talent needs and deliver people strategies fully aligned to the organization’s commercial priorities and long‑term objectives. The key focus is to align EWB’s vision, mission, values, culture, and business model when implementing talent and development strategies.  

Responsibilities

• Develop and implement EWB's talent management strategy and focus on the development of leadership, and the implementation of talent management and performance management solutions. Ensure all talent solutions are operationalized and aligned to EWB strategic needs, values and culture.
• Lead the assessment of EWB’s talent needs understanding current and future leadership and capability skill gaps. Implement strategies and solutions to support frontline and mid-back office leaders with the knowledge and skills required to be successful to meet new demands in their current roles, as well as to prepare leaders for advancement. 
• Lead and administer surveys and other assessment tools that provide organizational workforce insights to measure metrics such as employee engagement, employee feedback, corporate culture, and other desired data.
• Provide guidance and oversight on employee orientation and on-boarding processes. Ensure new hire or promoted team members are well integrated into the organization. Enhance the new hire experience through the continuous improvement and synergy of the orientations and on-boarding process.
• Effectively develop project plans, communication and change plans for successful completion of the projects and solution adoption. Create and continuously update project and change management plans to deliver high quality solutions, on time and on budget, with successful implementation.
• Develop HRIS processes, procedures, and documentation to ensure efficient and consistent system usage.
• Work in very high collaborative HR functions to achieve business results.
• Build OD capabilities within HR organization.

Qualifications

• The team operates in a fast‑paced, high‑touch, and heavily regulated global financial services context. As such, the role requires an individual who can seamlessly balance strategic vision with hands‑on HR advisory capability. The role spans end‑to‑end talent management delivery, including senior stakeholder advisory, executive talent and succession, performance and rewards governance, organization design, leadership development, culture, and transformation.
• Experience working in a mid-to-large-scale global, fast-paced, nimble innovative, multi-cultural company to consistently deliver results, with exposure working with colleagues or employees outside of US.
• Minimum 10 years of related experience working for progressive organizations in the areas of Talent management, Talent Development, Organizational Development.
• Bachelor's degree required. Graduate degree, MS/MBA (or equivalent) in Organizational Development, Human Resources, Business Management, Psychology, or Related Field preferred.
• Deployment of expert skills, knowledge and abilities in organization development/ effectiveness technical content domains (e.g., performance management, employee engagement, succession planning, culture alignment, change management).
• Able to learn and adjust quickly and bring others along when designing or implementing new initiatives.
• Highly collaborative and practical.
• Experience presenting solutions and business case to senior executives to secure funding, sponsorship for projects and initiatives, and agreement on implementing specific global solutions.
• Proven ex