Location: Buffalo NY or Boston MA

Overview:

Builds and leads the bank’s Leadership Assessment and Development (LA&D) Center of Excellence. Works closely with the Chief Talent Officer, Office of the Chair, Human Resources and Business leaders to strengthen and create a unique succession pipeline. Bring fact-based, data-driven approaches—rooted in I/O psychology and the bank’s leadership competency model—to talent assessment, selection and development.

Primary Responsibilities:

Leadership Assessment

• Build and lead a leadership assessment center of excellence that links directly to our competency model and accelerates our succession pipeline with fact-based, data-driven approaches

• Conduct internal and external executive assessments

• Oversee vendors and independent contractors who conduct assessments on our behalf, driving consistency and inter-rater reliability

• Train internal and external teams to conduct assessments at various levels

• Aggregate and analyze assessment data to help the bank understand pipeline strengths/gaps, and make better/faster decisions about talent

• Build a suite of online assessment tools—e.g. self-assessment, development planning, 360s—leveraging the bank’s Perceptyx employee survey platform

Leadership Coaching

• Design the firm’s coaching philosophy and outcome-based approach

• Manage external and internal coaching pool, aligning coaches to our approach

• Train internal and external coaches in assessment and coaching techniques to drive measurable outcomes

• Coach executives

• Engage with leadership teams to coach/improve effectiveness

• Leadership Development: Work closely with our Enterprise Learning team to:

• Strengthen the ties among Precision Leadership™ and our leadership competency model

• Design and build development content/experiences (tied to assessment tools) for leadership competency development

• Integrate assessment and competency development into our pipeline programs (e.g. SLDP, RL, etc.)

• Evaluate and potentially redesign programs currently outsourced to vendors (e.g. LAL)

• Succession

• Support the Chief Talent Officer, HR Leadership Team, and the Office of the Chair to ensure all the above measurably strengthens our succession pipeline

• Drive strong focus on fact-based objectivity and accountability

• Increase effectiveness of developmental job moves and other experiences based on science, not subjectivity

• Working closely with our engagement and belonging team, reduce bias and drive faster progress to create a unique senior leader pool

• Understand and adhere to the Company’s risk and regulatory standards, policies and controls in accordance with the Company’s Risk Appetite.  Design, implement, maintain and enhance internal controls to mitigate risk on an ongoing basis.  Identify risk-related issues needing escalation to management.

• Promote an environment that supports belonging and reflects the M&T Bank brand.

• Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.

• Complete other related duties as assigned.

Scope of Responsibilities:

Within and across businesses/functions, this position will enable the bank to deliver:

• Stronger, deeper, and more unique executive succession pipeline

• Measurably improved leadership that helps us evolve our community bank model, unleash growth, and remain consistently profitable

• Efficient, effective, and consistent approaches to assess, coach, and develop leaders at all levels

Supervisory/Managerial Responsibilities:

None

Education and Experience Required:

• Master's degree in I/O psychology or related discipline and a minimum of 8 years’ assessment, coaching, and development or related experience, or in lieu of a degree, a combined minimum of 14 years’ higher education and/or work experience, including a minimum of 8 years’ assessment, coaching, and development or related experience

• Demonstrated history of leveraging core principles of psychology and data-driven approaches to measurably improve enterprise leadership

• Experience working collaboratively in a flat, multi-disciplinary team

• Success positively influencing senior executives and HR subject matter experts

• Experience adapting and lea