Director, Sr. HR Business Partner

Job Summary

Provide HR guidance to Senior Executives within Capital Markets Technology Division (QTS) and their respective leadership teams globally on all aspects of talent and workforce management, transformation and change as well as leader and employee development, supporting both the annual HR cycle (talent, engagement, compensation etc.) and discrete HR-driven and/or business-led initiatives in partnership with HR Centers of Expertise and Shared Services Centers.

The role reports directly to the Senior Vice-President, Capital Markets HR with a matrix line into the Vice-President, HR, Technology and Operations, and sits on both leaders' senior management teams. The role also sits at the QTS Operating Committee.

Job Description

Strategy and Change

• Understand and facilitate the execution of the HR, Capital Markets and QTS business strategies and imperatives through impactful people strategies
• Reinforce and embed new and emerging change agenda through the implementation of targeted HR initiatives determining the most effective way to carry out practices for the QTS team
• At initial planning stages and throughout the business cycle, advise senior business leaders on potential HR contributions, solutions, implications and risks of proposed business transformation initiatives.
• Consulting with the management team to develop and coordinate organization-wide HR programs and policies; taking the lead in applying and adapting those policies to the QTS organization

Talent and Workforce Management

• Align with business leaders in the creation and execution of overall talent strategies
• Direct the activities needed to attract, hire, develop, reward and retain leaders and staff across QTS
• Advances the talent review and succession processes to ensure the most effective use of talent potential and capabilities
• Leads with the business in assessing and strengthening leadership depth and employee capability through support of integrated leadership programs and development opportunities
• Ensures employee development needs are identified and acted upon through developmental assignments or appropriate learning intervention
• Partner with Business leaders in planning, development, and enablement of an agile, adaptable and highly competent workforce
• Partners with the HR community to identify emerging market trends to help the business successfully plan for short- and long-term workforce challenges and succession planning

Performance and Compensation Management

• Provides leadership and direction in establishing performance enablement practices/processes

• Embeds and promotes the Total Rewards philosophy and approach
• Provide guidance and direction on compensation processes
• Contributes to the development and evolution of compensation-related programs using sound knowledge of HR policies, standards and practices to support good governance
• Ensures the business is adhering to all applicable legislation and policies related to employee matters (i.e. pay equity, employment equity, etc.)

Leadership

• As a member of 2 senior management teams in HR, contributes ideas that advance the people priorities of the Capital markets and Technology and Operations Platform; take the lead on horizontal initiatives where needed
• Direct the work and ensure the ongoing development of direct reports
• Act as a culture carrier and role model for the HR organization in the U.S. and beyond

What’s in it for you?

We thrive on the challenge to be our best, progressive thinking to keep growing, and working together to deliver trusted advice to help our clients thrive and communities prosper. We care about each other, reaching our potential, making a difference to our communities, and achieving success that is mutual. 

• Ability to make a difference and lasting impact
• Work in a dynamic, collaborative, progressive, and high-performing team
• Opportunities to take on progressively greater scopes of work

The good-faith expected salary range for the above position is $160,000 - $250,000 depending on factors including but not limited to the candidate’s experience, skills, registration status; market conditions; and business needs.  This salary range does not include other elements of total compensation, including a discretionary bonus and benefits such as a 401(k) program with company-matching contributions; health, dental, vision, life and disability insurance; and paid time-off plan.

RBC’s compensation philosophy and principles recognize the importance of a highly qualified global workforce and plays a critical role i