Job Description

Important Note: During the application process, ensure your contact information (email and phone number) is up to date and upload your current resume when submitting your application for consideration. To participate in some selection activities you will need to respond to an invitation. The invitation can be sent by both email and text message. In order to receive text message invitations, your profile must include a mobile phone number designated as 'Personal Cell' or 'Cellular' in the contact information of your application.

At Wells Fargo, we want to satisfy our customers' financial needs and help them succeed financially. We're looking for talented people who will put our customers at the center of everything we do. Join our diverse and inclusive team where you'll feel valued and inspired to contribute your unique skills and experience.

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

Human Resources develops and implements our 'employees, candidates, and operational' strategies to support Wells Fargo's business objectives. This group manages compensation and benefits, human resource service centers, systems and payroll, employee relations and assistance, talent management, learning and development, and recruiting. We work together as One HR to make Wells Fargo an employer of choice. Our foundational success is based on the ability to operate efficiently, attract, retain, develop HR employees, strengthen controls, and scale technology infrastructure.

The role

The need to downsize a company's workforce can come about for a variety of reasons – economic and financial pressures, management and leadership changes, elimination of product or service offerings, mergers and acquisitions as well as technology enhancements and process improvements. The process to lay off employees and reduce the workforce can be detailed and complex with legal and risk considerations dispersed throughout multiple steps and impacts across many parts of the company. Following a methodical approach from strategy design to post-execution of the reduction in force is key to navigating this complex process in a way that not only mitigates risk but also ensures a thoughtful employee and manager experience.

Today, the process to achieve a reduction in force is made up of numerous formal, informal and manual processes and services. These include the documentation of the rationale and details for the reduction in force; processes and mechanisms to capture and track selection decisions; adverse impact and retaliation reviews; compliance with Worker Adjustment & Retraining Notifications (WARN) and Older Workers Benefit Protection Act (OWBPA) regulations; severance plan calculations and payouts; generation of severance packages and ultimately the communication of the workforce layoff.

We are in search of a senior leader to assume enterprise wide ownership of the reduction in force process at Wells Fargo – overseeing process performance, risk controls and being accountable for the seamless execution and ownership of this collection of business processes for the company. This individual has sole authority for process decisions, simplification and standardization to maximize efficiency and mitigate risk.

The Enterprise Process Owner for Reductions in Force has a detailed understanding of the process at both the micro and macro level and understands process requirements sufficient to make required changes needed to achieving operational risk management and manager experience objectives, including the improvement in internal Net Promoter Score (iNPS).

Responsibilities Include:

Develop an operationally sound, risk-mitigated, customer-centric vision of the Reductions in Force experience, across the company – in partnership with Employee Relations, Legal, HR Operations, Wells Fargo Technology, People Analytics and the line of business / group the employee is part of
Standardize enterprise level processes for reductions in force, including the design, deployment and improvement of process assets, as well as process advocacy and relationship management with process owners, users and internal and external end users
Partner with Enterprise and Group Business Process Management teams to develop reductions in force process models (at the level appropriate to identify and manage risk associated with the process) incorporating business, compliance, and risk expectations
Define success of the reductions in force process and its related components, partnering with the Enterprise Business Process Management Process Measurement leaders in developing a baseline, and then measuring and reporting status on regular basis to Executive Management
Review the accuracy and integrity of the reductions in force process inventories and process-level information at a pre-defined frequency as outlined in the Business Process Management Policy and procedures
Partner with service and process manager(s) to ensure the reductions in force process is running as designed with expected outputs (e.g. through maintaining process-related procedures or work instructions), review and approve process changes, ensure process changes align with strategic intent. Through empowered process subject matter experts discuss best practices, and resolve issues
Develop and maintain a view of reductions in force process impact across groups, risk platforms, third-party service providers, and on business continuity
Communicate, coordinate, and collaborate with related process managers to initiate risk management activities, as necessary, to identify and document training requirements for the process and on other required matters that may arise
Understand the full spectrum of the reductions in force process, activities, tasks, systems, risks and controls, and ensure the appropriate engagement of the Group Control Executive Organization, Enterprise Control Activities (ECAs), Independent Risk Management (IRM), and subject-matter experts, as appropriate
Monitor the existing reductions in force processes on an ongoing basis to ensure adherence to the Business Process Management Policy
Monitor, report and escalate, as needed, on reductions in force process performance, breakdown, control failures and associated mitigating activities to ensure process is remediated and reoccurrences are prevented
Define and approve functional requirements for any reductions in force process-related technology
Partner with Portfolio Delivery Leaders for funding decisions for all projects that provide process and supporting technology improvements
Periodically collect feedback and ideas from key stakeholders involved in the process to identify and prioritize future process and tool enhancements.

The Candidate

This Enterprise Process Owner for Reductions in Force is accountable to drive the performance of the end-to-end reductions in force process, the associated risks and controls, as well as, upstream and downstream process impacts.

A mature leader with proven critical thinking skills and demonstrated senior operational credibility will be determining factors in selection. Successful candidates will be articulate and possess a demonstrated leadership capability; they will be impressive in their inter-personal effectiveness and with regard to their accomplishments. It requires a leader with strong relationship management, influencing, vision, operational 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, respect for people, humility, a growth mindset and personal accountability for driving results.

Specifically, we seek:

Leadership & Influence: Proven ability to establish and gain buy-in for an idea or vision, define stretch goals that are attainable and directly support business goals, and garner enthusiastic support across the organization to accomplish the goals and foster a safe working environment. Proven they demonstrate critical, board thinking skills.
Creativity and Innovation: Able to think creatively and critically to identify opportunities to uniquely and effectively meet customer needs. Strong ability to assess market and competitive conditions and to develop creative, break-through approaches supporting improved customer experiences and operational efficiencies.
Analytical Thinking: Obtains and uses data necessary to identify opportunities or understand problems; uses quantitative techniques to make it actionable.
Problem Solving: Ability to visualize, articulate, and solve problems. Exhibits curiosity, accurately analyzes complex issues, ensuring identification of underlying root causes. Demonstrates the ability to solve problems under conditions of uncertainty and ambiguity. Generates alternative solutions and expertly handles obstacles.
Professional Skills: Capable prolific communicator that is comfortable working with a wide variety of corporate executives, sales, marketing, engineering, operations, customers and business partners. Proven teamwork skills; excellent interpersonal, written and oral communication skills.

Required Qualifications

15+ years of experience in one or a combination of the following: risk management, strategy, business architecture, business process management, technology strategy or leadership experience across multiple, complex businesses

Desired Qualifications

A Masters of Business Administration (MBA)
Lean/Six Sigma Black Belt or WF business process management endorsement

Other Desired Qualifications

Extensive experience leading enterprise wide initiatives, while exhibiting proven skills in teaching, coaching, mentoring and development.
Demonstrated success leading and driving organizational, transformational and cultural change with experience articulating examples of how they have effectively driven and lead organizational change through to successful execution.
Extensive, proven experience leading and operating in a matrixed Process Owner/Process Manager as well as Service Owner/Service Manager model.
Strong partnership and collaboration skills – with proven ability to lead effectively in a matrixed organization, developing partnerships with many business and functional areas, negotiating and influencing and identifying trends, which may present opportunities or reflect gaps in the business.
Displays business process and technology leadership skills and experience associated with complex change initiatives.
Advanced knowledge of organizational procedures, operations and applicable compliance rules and regulations.
Ability to exercise independent judgment and creative problem solving techniques and possess critical thinking skills. Proven success using quantitative techniques to turn data into actionable imperatives.

Job Expectations

Ability to travel up to 25% of the time

Salary Information

To be determined

Street Address

NC-Charlotte: 11625 N Community House Road - Charlotte, NC
MN-Minneapolis: 550 South 4th St - Minneapolis, MN
IA-West Des Moines: 7000 Vista Drive - West Des Moines, IA
AZ-PHX-Central Phoenix: 100 W Washington St - Phoenix, AZ

Disclaimer

All offers for employment with Wells Fargo are contingent upon the candidate having successfully completed a criminal background check. Wells Fargo will consider qualified candidates with criminal histories in a manner consistent with the requirements of applicable local, state and Federal law, including Section 19 of the Federal Deposit Insurance Act.

Relevant military experience is considered for veterans and transitioning service men and women.
Wells Fargo is an Affirmative Action and Equal Opportunity Employer, Minority/Female/Disabled/Veteran/Gender Identity/Sexual Orientation.

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