Private Bank Market Leader

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Private Bank Market Leader

Apply locations Boston time type Full time posted on Posted 9 Days Ago job requisition id 25016937

Job Description:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. We do this by driving Responsible Growth and delivering for our clients, teammates, communities and shareholders every day.

Being a Great Place to Work is core to how we drive Responsible Growth. This includes our commitment to being a diverse and inclusive workplace, attracting and developing exceptional talent, supporting our teammates’ physical, emotional, and financial wellness, recognizing and rewarding performance, and how we make an impact in the communities we serve.

Bank of America is committed to an in-office culture with specific requirements for office-based attendance and which allows for an appropriate level of flexibility for our teammates and businesses based on role-specific considerations.

At Bank of America, you can build a successful career with opportunities to learn, grow, and make an impact. Join us!

Job Description:
This job is responsible for leading a team focused on maintaining and growing the Bank's market share while serving as a bank ambassador to the business community. Key responsibilities include assisting the Market Executive with establishing and executing the market strategy, developing talent, and attending client meetings with the market leadership team. Job expectations include overseeing overall team performance, championing change, and ensuring the right strategies are implemented to deliver solutions for both clients and employees.

Responsibilities:

• Manages a team of private client advisors and private client managers and enhances team performance through recruiting, coaching, and development activities
• Increases profitability by driving responsible growth and understanding key priorities to drive market share
• Oversees team activity and coordinates the pipeline of deals, facilitating hand-offs between members of the client teams, and improving the client management process
• Manages key business drivers such as business integration, operational efficiencies, risk and expense controls, effective marketing and Next Generation cultivation to create long-term, sustainable growth
• Leads and/or participates in company-wide projects or initiatives to achieve desired business outcomes
• Builds top performing, diverse teams that gain advantage against competitors while maintaining a pathway of top talent in the market
• Implements the enterprise Private Bank strategy in a market and team specific manner

Managerial Responsibilities:
This position may also have responsibilities for managing associates. At Bank of America, all managers at this level demonstrate the following responsibilities, in addition to those specific to the role, listed above.

• Diversity & Inclusion Champion: Breaks down barriers to create a more inclusive environment that supports company D&I goals.
• Manager of Process & Data: Challenges end-to-end process efficiency and effectiveness, champion data driven decision-making and removes obstacles to optimize operations.
• Enterprise Advocate & Communicator: Contributes to enterprise strategy and influence messaging to connect team contributions to business purpose, results, and success.
• Risk Manager: Inspects and challenges risk controls, governance and culture to ensure the timely identification, escalation, debate and remediation of risk across the organization.
• People Manager & Coach: Coaches to sustain and elevates organizational performance while differentiating to ensure pay for performance.
• Financial Steward: Efficiently allocates and manages resources across the organization to drive short and long term profitability.
• Enterprise Talent Leader: Inspects and manages the health of the bench to ensure succession for the organization, while supporting enterprise talent needs.
• Driver of Business Outcomes: Mobilizes organizational resources to deliver the full range of the bank’s capabilities to meet client needs and to gain competitive advantage.

Required Skills:

• FINRA Licenses Required: S7, S66 OR S63 & S65, S24
• Demonstrated track record of delivering business results and driving responsible growth as a sales practitioner and/or sales leader
• Deep understanding of high net worth clients’ needs and solutions
• Strong business judgment and decision making
• Ability to attract, select, diagnose performance gaps to develop and retain talent
• Deep and wide knowledge of Private Bank and enterprise capabilities with ability to work collaboratively to make connections, resolve issues & remove obstacles
• Communicates in a clear and compelling manner with employees, clients, and enterprise partners (executive presence)
• Strong influencing, listening, probing & relationship management skills (high EQ)

Required Skills:

• Business Acumen
• Financial Management
• Leadership Development
• Strategic Thinking
• Talent Development
• Client Management
• Customer and Client Focus
• Performance Management
• Problem Solving
• Sales Performance Management
• Decision Making
• Employee Counseling
• Planning
• Relationship Building
• Sales Strategy

Shift:

1st shift (United States of America)

Hours Per Week:

40

About Us

Bank of America is committed to help employees through the transition period when they’re displaced as a result of a workforce reduction, realignment or similar measure. Please review the resume writing and interviewing tips provided below to help prepare you for your next career opportunity.

Regardless of the position you are interested in, the starting points to building your resume are the same:
1.Determine the job or types of jobs you want to do and research their responsibilities and qualifications.
2.Think about why you can do the job and make a list of your skills that are relative to the job.
3.Identify experiences or accomplishments that show your proficiency in the skills required for the job.
4.Summarize your abilities, accomplishments and skills into a brief, concise document.

Considerations when writing a resume
•Do be brief. Resumes should be 1-2 pages in length.
•Do be upbeat and active in your wording.
•Do emphasize what you have done clearly and concretely.
•Do be neat and well organized.
•Do have others proofread and critique your resume. Spell check. Make it error free.
•Do use high quality, white or light colored 8½ x 11 paper. Use a laser printer if possible.
•Don't be dishonest, always tell the truth about yourself in the most flattering light.
•Don't include salary history or requirements.
•Don't include references.
•Don't include accomplishments that do not support your professional goals.
• Don't include anything that isn't relevant. (For example, don't mention your fondness for swimming unless you want to work on the water.)
•Don't use italics, underlining, shadows or other fancy treatments.

Seven steps to a successful interview
1.Anticipate –Put yourself in the interviewer's position. What do you believe the interviewer is most interested in? Why do you think you have been invited to interview?
2.Research –What are the primary functions of the line of business? What are the success factors for the job? Is there a job description available?
3.Assess –Think about your skills, abilities, knowledge, interests, traits, values and accomplishments. Match them to what you know about the job. Consider which ones you should highlight.
4.Prepare Answers –Think about what the interviewer may ask, determine what the best answer is and write it down.
5.Prepare Questions – Interviewing is a two-way street. By asking thoughtful questions, you communicate your interest and learn a lot about the job. Choose two or three questions to ask your interviewer. Avoid asking a lot of questions about vacation time or breaks.
6.Practice – It may seem awkward, but it is the best way to come across well in an interview. Practice your own "great responses" with others or in front of a mirror until you appear relaxed and at ease.
7.Follow-up – Send a brief follow-up letter to the interviewer. Keep in mind that the many job searchers will not send a follow-up letter. Sending one can become a competitive advantage.

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