Lead Business Execution Consultant

In This Role, You Will

• Lead cross functional teams to strategize, plan
• execute a variety of programs, services and initiatives Drive accountability for assigned initiatives, limit risk exposure
• create efficiencies as appropriate Review strategic approaches and effectiveness of support function and business performance Perform assessments through fact finding and data requiring creative approaches to solving complex issues
• develop appropriate solutions or recommendations Make decisions in highly complex and multifaceted situations requiring solid understanding of business group's functional area or products, facilitate decision making and issue resolution
• support implementation of developed solutions and plans Collaborate and consult with members of the Business Execution team and team leaders to drive strategic initiatives Influence, guide and lead less experienced Strategy and Execution staff within the group Required Qualifications: 5+ years of Business Execution, Implementation
• Strategic Planning experience
• equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education Desired Qualifications: 1.
• Business Execution & Operating Discipline Translate priorities into execution plans, milestones, ownership
• outcomes Drive the tasks around operating cadence (monthly updates, quarterly forums, leadership reviews) Track key decisions, actions, risks
• dependencies through closure Act as the single execution lens across multiple concurrent initiatives. 2.
• Stakeholder & Cross‑Functional Coordination Serve as a central coordination point across US leadership, HR, Finance, Risk, GSPO, Controls, and Regional teams 3.
• Risk, Controls & Governance Own coordination and execution of MTLs, including risk, governance
• administrative requirements Partner with Risk and Controls teams to identify gaps, coordinate remediation
• strengthen controls Track evidence, timelines
• governance artifacts to prevent escalations 4.
• People & Organization Initiatives Drive execution of performance management cycles, calibration processes
• goal‑setting frameworks Support workforce initiatives including relocation programs, retention strategies, succession planning
• org design Ensure sensitive topics (attrition, relocation, performance, retention) are handled with rigor and clarity Project manage People workstreams on Operational Excellence, Learning and Development, Risk and Control awareness Drive formal and informal recognition and rewards programs across teams Enable engagement and culture initiatives Own regional communications and ensure consistency and clarity of information (Town halls, Leadership messages, Change communications) Serve as SPOC for compliance, conduct and enterprise requirements – mandatory trainings, RTO, conduct, upright and other enterprise events.
• Prepare executive‑ready narratives, updates, pre‑reads, decks
• follow‑ups Anticipate stakeholder concerns, align messaging
• prevent execution gaps across teams and time zones SPOC for regional leadership reporting, information requests
• follow‑ups Partner closely with: Finance on budgeting, forecasting, spend, efficiency tracking
• headcount reporting HR to ensure consistency, governance
• documentation across people decisions GSPO on transfers, role transitions, relocations
• workforce movements Job Expectations: 5+ years in business execution, Chief of Staff, operations
• transformation roles Experience working with senior executives and global stakeholders, preferably in matrixed organizations Strong exposure to people programs, performance management, governance
• organizational initiatives Background in financial services, risk, analytics, operations
• large enterprise environments preferred Exceptional structured thinking and problem‑solving skills Strong written and verbal executive communication High comfort with ambiguity, sensitive topics
• competing priorities Ability to influence without authority and drive outcomes through others High ownership, strong judgment, discretion
• governance mindset Trusted partner who can represent leadership accurately Work Shift - 1:30 PM to 10:30 PM Posting End Date: 27 Jun 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
• 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)
• 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
• 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.