US Bank

At U.S. Bank, we’re on a journey to do our best. Helping the customers and businesses we serve to make better and smarter financial decisions and enabling the communities we support to grow and succeed. We believe it takes all of us to bring our shared ambition to life, and each person is unique in their potential. A career with U.S. Bank gives you a wide, ever-growing range of opportunities to discover what makes you thrive at every stage of your career. Try new things, learn new skills and discover what you excel at—all from Day One.

Job Description

U.S. Bank has an excellent opportunity for an experienced professional to join our Talent and Culture Enablement team as a Performance & Talent Management Director. This senior executive leader partners with Heads of Human Resources (HR), Talent Consultants, business line leaders, and outside experts to design, develop and implement enterprise-wide performance and talent management initiatives and programs aligned with our growth strategy to achieve key business outcomes.

SKILLS PROILE:

Influence

• Proven history of leading and/or influencing senior leaders and teams by proven results driven through excellent leadership in action.
• Collaborate with Sr. leadership to define and articulate the desired organizational culture.
• Effectively communicate changes and facilitate buy-in from stakeholders.

Collaboration

• Drives excellence by working closely with the HR Leadership Team, peer group, broader organization, and external network to deliver excellence and not afraid to challenge the status quo.
• Highly collaborative in style, drives results with purpose, speed, and agility, delivering against organization and business specific needs, while championing a broader One U.S. Bank approach.

Data Analytics

• Ability to interpret data to evaluate the effectiveness of programs and projects, and act as a solution-oriented leader.
• Leverage data to assess the effectiveness of efforts and make data-driven recommendations for improvements.
• Establish key performance indicators (KPIs) to measure the success of cultural initiatives.

Problem Solving

• Ability to make sense out of complex situations, recognize needs, anticipate issues, and develop solutions using strong analytical, business knowledge, and financial acumen. Drive outcomes with appropriate levels of governance and controls. 

Strategic Thinking & Curiosity

• Strategic thought leader that proactively responds to changing business needs and objectives, while considering HR implications of business or people related decisions and actions.
• Stay updated on industry best practices and trends and continuously refine and evolve strategies based on feedback and results. 

Program Management

• Drive the strategy and execution of our performance and talent management initiatives and programs that aligns to our Talent & Culture, HR, and U.S. Bank strategies and core values.
• Experience in planning and implement multiple programs to enable the organization and business to achieve its strategic objectives.

Leadership

• Experience in providing work direction, coaching, influencing and guidance to direct reports, other HR professionals and administrative staff, as applicable.
• Strong verbal and written communication skills, with the ability to effectively build and articulate messages with story-telling technics and detailed points of view.

PRIMARY RESPONIBILITIES:

PERFORMANCE MANAGEMENT

Oversees the entire performance management process across the enterprise, including setting goals, monitoring progress, providing feedback, and evaluating employee performance across the company with a focus on strategic alignment and driving continuous improvement initiatives. 

Key responsibilities might include:

Developing and implementing performance management frameworks:

Designing the overall performance management system, including key performance indicators (KPIs), goal setting methodologies, and feedback mechanisms. 

Strategic alignment:

Ensuring performance management practices align with the company's overall strategic objectives and business priorities. 

Leadership development:

Coaching and supporting managers in effectively managing employee performance, providing feedback, and conducting performance reviews. 

Performance data analysis:

Analyzing performance data to identify trends, areas for improvement, and potential talent gaps. 

Change management:

Leading initiatives to implement new performance management practices and address resistance within the organization. 

Stakeholder management:

Collaborating with HR, business leaders, and other stakeholders to ensure effective performance management practices are adopted across the company. 

Key skills for a Performance Management Senior Director:

• Deep understanding of performance management principles and best practices 
• Strong analytical skills to interpret data and identify actionable insights 
• Excellent communication and presentation skills to effectively communicate performance expectations and feedback 
• Leadership and coaching skills to guide managers in performance management practices 
• Strategic thinking to align performance management with organizational goals 
• Ability to influence stakeholders and drive change across the organization 

TALENT MANAGEMENT

Oversees the entire talent management process including identifying, developing, and preparing key talent to eventually fill critical leadership roles within the company, ensuring a smooth transition and continuity of leadership when current executives retire, move on, or leave the organization; essentially managing the "talent pipeline" for future leadership needs. 

Key responsibilities might include:

Identifying key positions:

Recognizing which roles within the company are critical for succession planning and require focused development.

Talent assessment:

Evaluating current employees to identify potential successors, assessing their skills, leadership potential, and skill gaps. 

Developing talent pipelines:

Creating a pool of qualified candidates for future leadership roles through targeted training, mentorship programs, and stretch assignments. 

Succession planning strategy:

Designing and implementing a comprehensive succession plan that aligns with the organization's strategic goals. 

Performance management integration:

Linking succession planning with performance management systems to identify high performers and potential successors. 

Leadership development programs integration:

Integrating the development and delivery of leadership training programs to equip employees with the necessary skills for future leadership positions. 

Collaboration with HR:

Working closely with HR teams to ensure alignment between talent acquisition, talent development, and succession planning strategies. 

Communication and reporting:

Regularly communicating succession plans to senior leadership and stakeholders, providing updates on progress and potential risks. 

PREFERRED SKILLS/EXPERIENCE:

• Bachelor's degree (Master's degree preferred), or equivalent work experience
• 15+ years of relevant experience
• Deep understanding of performance and talent management principles and practices, particularly in the areas of respective talent program team (performance management, assessments, talent strategy & culture, DE&I, leadership development, succession planning, etc.)
• Experience planning and implementing multiple programs to enable the organization and business to achieve its strategic objectives through the development of talent
• Ability to work closely with HR Leadership Team, peer group and broader organization to deliver excellence, while understanding the business, market trends, and emerging multi-industry themes
• Ability to interpret data to evaluate the effectiveness of talent programs and projects, and act as a solution-oriented leader
• Ability to work collaboratively to drive results with purpose, speed and agility, delivering against organization and business specific needs, while championing a broader One U.S. Bank approach
• Proven ability to make sense out of complex situations, have intellectual curiosity, outcome driven, calculated risk taking and courageous mindset
• Skilled at collaborating and influencing at all levels, including the Managing Committee, and not afraid to challenge the status quo
• Experience in providing work direction, coaching, influencing and guidance to direct reports, other HR professionals and administrative staff, as applicable
• Strong project and program design capabilities with proven ability to manage multiple projects at once

If there’s anything we can do to accommodate a disability during any portion of the application or hiring process, please refer to our disability accommodations for applicants.

Benefits: 

Our approach to benefits and total rewards considers our team members’ whole selves and what may be needed to thrive in and outside work. That's why our benefits are designed to help you and your family boost your health, protect your financial security and give you peace of mind. Our benefits include the following (some may vary based on role, location or hours):

• Healthcare (medical, dental, vision)
• Basic term and optional term life insurance
• Short-term and long-term disability
• Pregnancy disability and parental leave
• 401(k) and employer-funded retirement plan
• Paid vacation (from two to five weeks depending on salary grade and tenure)
• Up to 11 paid holiday opportunities
• Adoption assistance
• Sick and Safe Leave accruals of one hour for every 30 worked, up to 80 hours per calendar year unless otherwise provided by law

EEO is the Law

U.S. Bank is an equal opportunity employer committed to creating a diverse workforce. We consider all qualified applicants without regard to race, religion, color, sex, national origin, age, sexual orientation, gender identity, disability or veteran status, among other factors. Applicants can learn more about the company’s status as an equal opportunity employer by viewing the federal KNOW YOUR RIGHTS EEO poster. 

E-Verify

U.S. Bank participates in the U.S. Department of Homeland Security E-Verify program in all facilities located in the United States and certain U.S. territories. The E-Verify program is an Internet-based employment eligibility verification system operated by the U.S. Citizenship and Immigration Services. Learn more about the E-Verify program.

The salary range reflects figures based on the primary location, which is listed first. The actual range for the role may differ based on the location of the role. In addition to salary, U.S. Bank offers a comprehensive benefits package, including incentive and recognition programs, equity stock purchase 401(k) contribution and pension (all benefits are subject to eligibility requirements). Pay Range: $170,255.00 - $200,300.00 - $220,330.00

U.S. Bank will consider qualified applicants with arrest or conviction records for employment. U.S. Bank conducts background checks consistent with applicable local laws, including the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act as well as the San Francisco Fair Chance Ordinance. U.S. Bank is subject to, and conducts background checks consistent with the requirements of Section 19 of the Federal Deposit Insurance Act (FDIA). In addition, certain positions may also be subject to the requirements of FINRA, NMLS registration, Reg Z, Reg G, OFAC, the NFA, the FCPA, the Bank Secrecy Act, the SAFE Act, and/or federal guidelines applicable to an agreement, such as those related to ethics, safety, or operational procedures.

Applicants must be able to comply with U.S. Bank policies and procedures including the Code of Ethics and Business Conduct and related workplace conduct and safety policies.

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