About the role
The HR Leader role is to support key, strategic initiatives for the I&P HR team and to support the I&P business.

In this role, you will:

Manage and develop multiple business functional areas with focus on implementing and delivering long-term strategies, policies, and process advancements for cross-functional stakeholders, and internal and external partners associated with the area of Business Execution or who are affected by its outcomes
Identify Business Execution opportunities and strategies for process improvement and risk control development over the long-term in order to ensure operational excellence and process efficiency
Lead Business Execution team for assigned initiatives ensuring solutions are designed, integrated, and controlled to improve effectiveness, limit risk exposure, and create efficiencies as appropriate
Interpret and develop a range of policies and procedures for long-range and fundamental retooling of perspective, approach, culture, quality, relationships, operations, and capabilities
Collaborate and influence functional management to obtain resources, influence outcomes, address conflict, and ensure alignment with Wells Fargo strategies or policies and business line objectives
Manage allocation of people and financial resources for Business Execution
Develop and guide a culture of talent development to meet business objectives and strategy

Required Qualifications:

8+ years of Business Execution, Implementation, or Strategic Planning experience, including Management experience, or equivalent experience demonstrated through one or a combination of the following: work experience, training, military experience, education
4+ years of management experience

Desired Qualification

MBA or an advanced degree (or equivalent experience).
Tech adoption in HR and AI use cases implementation: Emphasizing the integration of advanced technologies such as Artificial Intelligence (AI), Machine Learning, and automation within Human Resources (HR) processes to enhance efficiency and decision-making.
Global Operating Model and Global Integration. This involves standardizing processes, leveraging global HR platforms, and ensuring smooth collaboration across geographies.
Harmonization of policies, benefits and programs across HR to a unified global standard
Help progress on Future of Work and Skills-based approach. This may also include support in identifying critical skills for future business needs, promoting upskilling and reskilling
Talent and capability – future ready talent: Building a pipeline of talent equipped with the competencies and capabilities required for future business growth. Programs may include leadership development, succession planning, and strategic workforce planning.
HR operating model – creating the HR organization of the future:
Redesigning the HR function to be more agile, digital, and strategically aligned with global function
Monitoring and supporting implementation of major regulatory changes that impact HR practices, such as the introduction of new labor codes in India. This ensures compliance and risk mitigation while updating HR policies and systems accordingly.
Efficiency programs driven from the region: Initiating regional programs focused on operational efficiency and cost optimization within HR. These may include process automation, centralization of administrative tasks, or leveraging regional shared service centers
Providing governance and oversight of critical HR and organizational change initiatives to ensure effective execution and alignment with strategic objectives. This includes tracking progress, managing risks, and facilitating stakeholder engagement.

Posting End Date:

1 Apr 2026

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

We Value Equal Opportunity

Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic.

Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements.

Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process.

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.