Job description
Come work with us:
Metropolitan Commercial Bank (the “Bank”) is a full-service commercial bank based in New York City. The Bank provides a broad range of business, commercial, and personal banking products and services to individuals, small businesses, private and public middle-market and corporate enterprises and institutions, municipalities, and local government entities.
Metropolitan Commercial Bank was named one of Newsweek’s Best Regional Banks and Credit Unions 2024. The Bank was ranked by Independent Community Bankers of America among the top ten successful loan producers for 2023 by loan category and asset size for commercial banks with more than $1 billion in assets. Kroll affirmed a BBB+ (investment grade) deposit rating on January 25, 2024. For the fourth time, MCB has earned a place in the Piper Sandler Bank Sm-All Stars Class of 2024.
Metropolitan Commercial Bank operates banking centers and private client offices in Manhattan, Boro Park, Brooklyn and Great Neck on Long Island in New York State. The Bank is a New York State chartered commercial bank, a member of the Federal Reserve System and the Federal Deposit Insurance Corporation, and an equal housing lender. The parent company of Metropolitan Commercial Bank is Metropolitan Bank Holding Corp. (NYSE: MCB).
Position Summary:
The Vice President Talent Management collaborates with senior leaders to align talent strategies with business objectives, ensuring that our workforce is positioned for future organizational changes. This position is responsible for shaping and driving the vision for how we assess, develop, and grow talent across the Bank. They will collaborate with HR Business Partners, senior executives, and cross-functional leaders to embed talent strategies that directly support the company’s long-term goals.
This position is responsible for performance management, talent assessment, succession planning, leadership development, and effectiveness. Additionally, this role will lead the effort on learning strategies, designing and delivering training programs, assessing development needs, and tracking learning effectiveness. They will manage the learning budget and vendor relationships.
We have a flexible work schedule where employees can work from home one day a week.
Essential duties and responsibilities:
- Develop and implement scalable frameworks and programs for performance management, talent assessment, succession planning, and internal mobility.
- Partner with HRBPs and senior leaders to identify high-potential talent and promotion/leadership readiness
- Support critical leadership transitions through development of or identified external programs for emerging leaders through to executives
- Define skill and behavioral competencies in performance management, talent assessment and performance management
- Create a variety of company-wide practical learning experiences beyond traditional “training events”.
- Develop an approach to uniformly support career growth i.e., through certifications, external programs that provide high potential employees with the opportunity to build functional skills
- Utilize analytics to assess strengths, gaps, mobility opportunities, and strategic workforce needs.
- Support change initiatives to transition the organization towards a centralized approach to manage enterprise talent. Develop a holistic approach to internal mobility in response to changing business needs and engage with highly performing employees
- Partner with HRBPs and managers to implement and drive the use of individualized development plans for employees.
- Develop and manage annual performance and talent management programs to ensure alignment of key activities such as goal setting, check-ins, performance reviews, talent assessments, and succession planning.
- Incorporate industry best practices around performance and talent management practices and regularly seek feedback and make necessary adjustments to ensure continuous improvement.
- Track all program outcomes and feedback to measure impact, drive continuous improvement, and ensure solutions meet business priorities.
- Manage external vendor relationships and related budget items.
Required knowledge, skills and experience:
- Bachelor’s degree required; Master’s in HR or Organizational Behavior preferred.
- 10+ years of experience in HR and/or talent development; background in financial services is strongly preferred.
- Deep expertise in training, leadership development, performance management, and conducting talent reviews
- Exceptional project management, analytical, and communication and facilitation skills, with the ability to interact confidently with senior leadership.
- Previous experience working in a growth organization and in building scalable programs.
- Highly collaborative in partnering and consulting with internal stakeholders including HR BPs, HR Operations and senior executives on performance, talent, and development initiatives
- Experience with a variety of assessment tools
- Knowledge of HRIS, LMS, and training development software
Potential Salary: $165,000 - $185,000 annually
This salary range reflects base wages and does not include benefits, bonus, or incentive pay. Salary bands are purposefully wide ranging to encompass the different factors considered in determining where a candidate falls in the range, including but not limited to, seniority, performance, experience, education, and any other legitimate, non-discriminatory factor permitted by law. Final offer amounts are determined by multiple factors including candidate experience and expertise and may vary from the amounts listed here.
Metropolitan Commercial Bank provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
This applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
