About this role:

Wells Fargo is seeking a Lead Business Execution Consultant – Vice President. At Wells Fargo, we are looking for talented people who will put our customers at the center of everything we do. We are seeking candidates who embrace diversity, equity and inclusion in a workplace where everyone feels valued and inspired.

Help us build a better Wells Fargo. It all begins with outstanding talent. It all begins with you.

In this role, you will:

• Lead cross functional teams to strategize, plan, and execute a variety of programs, services and initiatives
• Drive accountability for assigned initiatives, limit risk exposure, and create efficiencies as appropriate
• Review strategic approaches and effectiveness of support function and business performance
• Perform assessments through fact finding and data requiring creative approaches to solving complex issues, and develop appropriate solutions or recommendations
• Make decisions in highly complex and multifaceted situations requiring solid understanding of business group's functional area or products, facilitate decision making and issue resolution, and support implementation of developed solutions and plans
• Collaborate and consult with members of the Business Execution team and team leaders to drive strategic initiatives
• Influence, guide and lead less experienced Strategy and Execution staff within the group.

Required Qualifications:

• 5+ years of Business Execution, Implementation, or Strategic Planning experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education.

Desired Qualifications:

• 10+ years of experience in risk management (includes compliance, financial crimes, operational risk, audit, legal, credit risk, market risk, business process management) and 5+ years of management experience
• Broad risk program experience

• Demonstrated ability to make subjective and informed decisions based upon output; influence stakeholders and justify decision making
• Ability to effectively partner, influence and deliver relevant information at the executive level (e.g. HR risk and control committee)
• Strong analytical ability used to identify risks and confidently raise issues; through proper statue and authority, counsel and escalate early and when necessary
• Ability to understand control design and ways to measure effectiveness
• Strong knowledge across the enterprise risk management framework, including: risk identification, risk appetite and strategy, risk-related decisions, processes and controls, risk analytics and governance
• Strong interpersonal, influencing, and communication skills with an ability to interact effectively with stakeholders and regulators, to include virtual, matrixed leadership experience and the ability to effectively manage and build relationships within the enterprise risk function and the business
• Ability to influence business partners through networking and communication
• Ability to analyze and problem solve with demonstrated excellence at identifying stakeholders, understanding needs, and driving decision making/resolution through a consensus building approach
• Ability to implement solutions through written action plans, procedures, and change management
• Deep understanding of the ever-evolving policy governance processes, and risk and regulatory environments
• Ability to fluently articulate strategy and operations and translate organizational strategies into clear objectives and action
• Experience working horizontally across an organization and participating in enterprise-wide implementations of major policy and risk programs
• Demonstrated experience working in a rapidly changing and complex environment with the ability to quickly shift focus when needed
• Ensure alignment of HR’s risk programs to the requirements of the Risk Management Framework
• BA/BS and/or Advanced Degree (MBA, JD, etc.)

Job expectations

The HR Risk Program Leader (Business Risk & Control Sr. Manager) will be a part of HR Enterprise Workforce Management and report to the Head of HR Business Risk Management.
Team description: provides subject-matter expertise and guidance to Finance functions for operational risk, regulatory risk, policy management, and resiliency management. Our team is responsible for implementation and execution in-line with the bank’s Risk Management Framework including risk assessment, monitoring and reporting on the risks associated with business activities.
This candidate will be responsible for leading the implementation, execution, and monitoring of operational and compliance risk programs across Human Resources, including:

• Driving the governance and risk program alignment in the RCSA process during all phases and blocks
• Program ownership of Human Capital Risk type for HR including reporting, escalation, policy interpretation and presentation to Risk & Control Committee.
• Program implementation, ownership and execution of Reputation Risk type for HR including reporting, escalation, policy interpretation and presentation to Risk & Control Committee.
• Coordination and ownership of all HR Risk Program Reporting including but not limited to: ERIA, ERR, RMP, RME, ORMA, QAC, QMP.
• Coordination, build-out and ongoing management oversight of the GDA team supporting HR Business Risk Management

Business Execution: Covers jobs responsible for developing, implementing, and executing business initiatives and programs, as well as serving as advocates for Wells Fargo's vision and business plans across business groups.

Human Resources at Wells Fargo is a centralized function that is aligned with and supports the company, lines of business, and functions. The HR organization is responsible for building and implementing strategies, programs, and infrastructure to identify, develop, and retain top talent for the company.

To achieve these goals, the organization supports a range of areas, including the employee experience, consulting, operations/systems/technology, learning, talent planning and development, employee relations, total rewards, and people analytics.

Who we are and what we do at Wells Fargo, individually and as an HR organization, carries tremendous responsibility: HR has a critical role in supporting employees, advancing our company’s culture work, supporting its transformation, and shaping our organization’s success.

Our work each day advances us toward our desired Future State: A focused, flexible, and fast HR organization delivering employee-centric solutions in support of Wells Fargo’s priorities.

Human Resources Business Risk Management (BRM)
Responsible for strategizing, planning, and executing a variety of risk programs to enable Human Resources to deliver on priorities, drive accountability, and operate more efficiently.

The HR Risk Program Leader (Business Risk & Control Sr. Manager) will be a part of HR Enterprise Workforce Management and report to the Head of HR Business Risk Management.

Team description: provides subject-matter expertise and guidance to Finance functions for operational risk, regulatory risk, policy management, and resiliency management. Our team is responsible for implementation and execution in-line with the bank’s Risk Management Framework including risk assessment, monitoring and reporting on the risks associated with business activities.

This candidate will be responsible for leading the implementation, execution, and monitoring of operational and compliance risk programs across Human Resources, including:

• Driving the governance and risk program alignment in the RCSA process during all phases and blocks
• Program ownership of Human Capital Risk type for HR including reporting, escalation, policy interpretation and presentation to Risk & Control Committee.
• Program implementation, ownership and execution of Reputation Risk type for HR including reporting, escalation, policy interpretation and presentation to Risk & Control Committee.
• Program implementation, ownership and execution of Strategic Risk type for HR including reporting, escalation, policy interpretation and presentation to Risk & Control Committee.
• Program implementation, ownership and execution of Quality Control & Quality Assurance across all risk types for HR including reporting, escalation, policy interpretation and presentation to Risk & Control Committee.
• Coordination and ownership of all HR Risk Program Reporting including but not limited to: ERIA, ERR, RMP, RME, ORMA, QAC, QMP.
• Coordination, build-out and ongoing management oversight of the GDA team supporting HR Business Risk Management

This collaborative leader must be capable of initiating action and managing change in a fast paced environment. It requires a leader with strong relationship management, influencing, vision and execution skills. A key differentiator will be the ability to understand and operate successfully in a complex, heavily matrixed corporate environment. The role requires a sense of urgency, passion for results, and personal accountability for achievement while having ability to make timely and difficult decisions.

Successful candidate will have ability to distill complex concepts into simplified/targeted solutions, communicate those concepts effectively and ensure that all deliverables are met. They will use both vision and analysis to identify problems and build compelling fact-based strategic recommendations. They will also have a demonstrated ability to build and maintain strong credible relationships with key stakeholder groups including Human Resources Executive leaders, BRM leaders, and Independent Risk Management.

English

Posting End Date:

*Job posting may come down early due to volume of applicants.

Applicants with Disabilities

To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo.

Drug and Alcohol Policy

Wells Fargo maintains a drug free workplace. Please see our Drug and Alcohol Policy to learn more.

Wells Fargo Recruitment and Hiring Requirements:

a. Third-Party recordings are prohibited unless authorized by Wells Fargo.

b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.