Head, Winning Culture & Employee Listening

Application Deadline:

02/25/2026

Address:

100 King Street West

Job Family Group:

Human Resources

This role leads BMO’s enterprise Winning Culture and Ambition 2030 enablement strategy, driving behaviour change, leader activation, and cultural integration across the organization. The position oversees BMO’s employee listening strategy, translating complex cultural and engagement data into meaningful insights that inform executive decisions and people priorities. It also partners across HR, Ethics, ONFR, and Risk teams to assess and manage culture and behaviour risk through integrated frameworks and dashboards. The ideal candidate is a senior strategic leader with deep expertise in culture, talent, insights, and enterprise program management.

Winning Culture & A30 Enablement:

• Lead program integration for enablement of Ambition 2030, with collaboration across Strategy, Communications, Culture and HR
• Build multi-year roadmap for activation and sustainment of behaviour change that drives high performance
• Provide strategic leadership over enterprise winning culture action plans and program deliverables
• Assess effectiveness of culture program tactics for opportunities to scale or adjust
• Guide leaders through implications of cultural insights and required behavioural or operational shifts
• Coach group-level activation of culture within enterprise frame and hold groups accountable for ongoing action plans
• Partner with Corporate Communications to deliver key messages and core building blocks for how we define Winning Culture within Ambition 2030 and integrate with engagement, values and other key elements of culture
• Partner with HR COEs for integration of winning culture into employee lifecycle (e.g., recruiting, performance management, development)

Enterprise Employee Listening:

• Lead integrated enterprise culture and employee insights approach, aligning to BMO’s business and talent priorities
• Serve as a senior advisor to executives on employee insights, cultural health, behavioural patterns, and organizational trends
• Translate complex data into meaningful insights and enterprise recommendations that inform strategy, leadership decisions, and people priorities
• Provide strategic leadership over enterprise employee listening strategy and digital roadmap
• Assess effectiveness of listening programs for opportunities to scale or adjust
• Ensure appropriate data governance and operational policies or frameworks in place

Culture & Behaviour Risk:

• Provide culture and listening insights into cross-functional dashboard on behaviour risk
• Partner with ONFR, LRC and HR to assess ongoing culture and behaviour risk potential and surface any areas for further diagnostic
• Identify opportunities to integrate and align across multiple teams driving culture change for a holistic approach and common frameworks or language
• Support ongoing refinement of related directives and operational frameworks that enable more proactive management of culture and behaviour risk, in alignment with regulatory guidance

KEY ACTIVITIES

Winning culture & A30 enablement

• AOCI survey – plan, launch, analysis, debriefs
• Bi-weekly A30 steerco meetings (agendas, decks, action items)
• Bi-weekly A30 working leads meetings (program management)
• Monthly Culture & Inclusion forum (activators) – agendas, materials, action items, business coaching and engagement
• 18-month roadmap for A30 enablement (communications plan, people processes, business processes, leadership team effectiveness and core winning culture behaviour change program)
• Oversee and guide Winning Culture lead and program manager on any core team program components in 18-month roadmap (e.g., capability-building rollouts, integrated communications, manager tactics and activator support)
• Present to multiple levels of audience as a Winning Culture SME (group panels/town halls, enterprise skill builds, etc)
• PCOC, Steerco, EC, Board materials, key messages and speakers notes etc as required

Employee listening

• Oversee Listening team activities and strategic roadmap, vendor capabilities
• Monthly leadership updates for BAU / ad hoc
• Team guidance and approvals for BAU / ad hoc (as needed)
• Core team member during peak AWCC (planning, execution and debriefs ~3-4 month period)
• Present insights from culture surveys at executive debriefs
• PCOC, Steerco, EC, Board materials, key messages and speakers notes etc as required

Culture & Behavior Risk

• Quarterly dashboard data integration
• Quarterly working committee representation for POV on culture risk
• Relationship building and partner activities across Ethics, ONFR and HR

Qualifications:

• Typically 10-15+ years of relevant experience and post-secondary degree in related field of study or an equivalent combination of education and experience.
• Experience in talent management strategies and programs.
• Strategic thinking - Expert.
• Project management / program management - Expert.
• Seasoned expert with extensive industry knowledge.
• Technical leader viewed as a thought leader for innovation.
• Verbal & written communication skills - Expert.
• Analytical and problem solving skills - Expert.
• Influence skills - Expert.
• Collaboration & team skills; with a focus on cross-group collaboration - Expert.
• Able to manage ambiguity.
• Data driven decision making - Expert.

Salary:

$110,500.00 - $192,500.00

Pay Type:

Salaried

The above represents BMO Financial Group’s pay range and type.

Salaries will vary based on factors such as location, skills, experience, education, and qualifications for the role, and may include a commission structure. Salaries for part-time roles will be pro-rated based on number of hours regularly worked. For commission roles, the salary listed above represents BMO Financial Group’s expected target for the first year in this position.

BMO Financial Group’s total compensation package will vary based on the pay type of the position and may include performance-based incentives, discretionary bonuses, as well as other perks and rewards. BMO also offers health insurance, tuition reimbursement, accident and life insurance, and retirement savings plans. To view more details of our benefits, please visit: https://jobs.bmo.com/global/en/Total-Rewards

About Us

At BMO we are driven by a shared Purpose: Boldly Grow the Good in business and life. It calls on us to create lasting, positive change for our customers, our communities and our people. By working together, innovating and pushing boundaries, we transform lives and businesses, and power economic growth around the world.

As a member of the BMO team you are valued, respected and heard, and you have more ways to grow and make an impact. We strive to help you make an impact from day one – for yourself and our customers. We’ll support you with the tools and resources you need to reach new milestones, as you help our customers reach theirs. From in-depth training and coaching, to manager support and network-building opportunities, we’ll help you gain valuable experience, and broaden your skillset.

To find out more visit us at https://jobs.bmo.com/ca/en.

BMO is committed to an inclusive, equitable and accessible workplace. By learning from each other’s differences, we gain strength through our people and our perspectives. Accommodations are available on request for candidates taking part in all aspects of the selection process. To request accommodation, please contact your recruiter.

Note to Recruiters: BMO does not accept unsolicited resumes from any source other than directly from a candidate. Any unsolicited resumes sent to BMO, directly or indirectly, will be considered BMO property. BMO will not pay a fee for any placement resulting from the receipt of an unsolicited resume. A recruiting agency must first have a valid, written and fully executed agency agreement contract for service to submit resumes.