This role is responsible for defining, owning, and governing the banking center workforce staffing model and associated planning, monitoring, and deployment, including banking center salary budgets and forecasting related to personnel expenses nationally. This position manages and oversees banking center staffing tools, leads the Workforce Planning and Optimization team which provides data, feedback, and guidance to resolve challenges and further optimize banking center staffing to support growth and appropriately manage risk. Market Information: * The team supports approximately 400 Banking Centers and 2,200 positions nationally. * Supports 35+ Banking Center Regional Directors & District Managers. * Daily interfacing with grades 37 -- BE2. Monthly with BE3 regarding staffing and expenses. * Manages and oversees the development and meeting of the national salary and benefits budget of $320+ million. * Oversees the development and implementation of all salary reduction initiatives (consolidations, workforce reductions, etc.) in partnership with Corporate Human Resources. * Tracks and accounts for all Banking Center positions through Headcount Tracking Model for financial forecasting. * Integral part of all salary reductions/additions initiated by region/market. * Utilizes and continually evaluates staffing models for guidelines in staffing of Banking Centers. * Works with Corporate Finance on salary budget/forecasting. * Approves all banking center offers and non-exempt offers nationally. * Partners with Corporate Human Resources to allocate merit and incentive awards to ensure pay for performance in coordination with the standardized Performance Management Plans (PMP) for all Banking Center positions. * Oversees, monitors, and forecasts direct expenses related from projects and other initiatives impacting banking center staffing and workforce planning. * Establishes and maintains procedures for continuous assessment of banking center resource allocation. * Evaluate for approval exceptions to established workforce staffing model requested by the market teams. * Monitors and proactively addresses potential staffing concerns. Duties and Responsibilities: Define, own, and govern the banking center workforce staffing model and associated planning, monitoring, and deployment. * Establish and continually evaluate the effectiveness of the banking center workforce staffing model in coordination with other delivery channels (Digital, Phone, Interactive Teller). * Establishes and maintains procedures for continuous assessment of banking center resource allocation and processes for maintaining workforce planning activities. * Ensures competitive job offerings to attract high performing talent, in partnership with Human Resources. * Leads strategic initiatives to optimize banking center workforce effectiveness, including salary increase/reduction initiatives, reductions in force, etc. * Monitor and proactively address potential staffing issues to minimize risk to customer experience, continuity and operations. * Diagnose thematic staffing challenges and propose potential solutions and business cases for executive review and decision-making. * Evaluate for approval exceptions to established workforce staffing model requested by market teams. * Approves all banking center offers and non-exempt offers nationally to ensure pay equity and consistent alignment to job descriptions and expectations. * Provides periodic reporting on observed trends and general health of the workforce for executive and senior leadership. Oversight of the salary and benefits expense budgets for all of the Retail Bank's Distribution Channels and Product Management and Banking Center personnel cost. * Maintain record of approved and filled positions as input to financial forecasting. * Coordinates across Retail division to meet expense goals and reduction objectives through modeling and holding positions to minimize expense, severance and maximize savings. * Responsible for monitoring variances and planning for offsets in major expense line items (i.e. professional services, losses or equipment and M&R). * Manages FTE submission process and timing for all Retail positions subject to the Level 1 approval process. * Partners with Corporate Human Resources to allocate merit and incentive awards to ensure pay for performance in coordination with the standardized Performance Management Plans (PMP) for all Banking Center positions. * Manages the Retail Bank Co-Star budget. -Oversees all project management expenses and other initiatives for forecasting and tracking. Leads workforce components of other strategic initiatives: * Selected national (medium and large) projects ex. relocations and consolidations. * Selected local market (small to medium) projects. * New banking centers, relocations and consolidations. * Reduction in workforce projects as needed In conjunction with Retail Banking Center leadership and Human Resources, establishes qualifications and promotional guidelines for all banking center positions. People and Relationship Management; * Providing day-to-day guidance, oversight, mentorship and feedback/approvals for two to three internal communications team members and other colleagues engaged in communications efforts. * Maintains effective and collaborative working and professional relationships with colleagues and business partners. * Manages vendor relationships, including compliance activities. * Maintains an effective system of measurement to determine effectiveness of workforce planning and opportunities for continued improvement. Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled