What Employees Say
I am able to take time off from work when I think it's necessary.
I feel good about the ways we contribute to the community.
Management is honest and ethical in its business practices.
People care about each other here.
I can be myself around here.
What They Do
We asked BMO Financial Group to explain what they do. Here is what they had to say.
With a US employee population of over 14,000, BMO Financial Corporation provides a broad range of retail banking, wealth management and investment banking products and services across North America.
About this Company
| Website: bmoharris.com|| Industry: Financial Services & Insurance|
| US Headquarters: Chicago, Illinois, 60603|| US Sites: 631|
| Major Locations: Milwaukee, Wisconsin, 53202; New York, New York, 10036; Minneapolis, Minnesota, 55408|| US Employees: 14,456|
| US Revenues: $5,200 million|| Worldwide Revenues: $16,000 million|
| Employees Worldwide: 45,729|| Corporate Structure: Public|
| Stock Symbol: BMO|| Founded: 1817|
Perks and Programs
We asked BMO Financial Group to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.
- Learning from Difference: We understand that the world around us and how we interact with one another is rapidly changing and at BMO, we are committed to changing with it. Our Learn from Difference program is an innovative, multi-year learning experience aimed at building inclusive leadership capability among BMO’s people managers and engaging all employees in a deeper conversation on what they can do to foster an inclusive work environment. The program has helped us to understand that by speaking up and taking action, we can counter bias at BMO. Learn from Difference has been a resounding success, galvanizing 6,000 people managers and leaders to act more inclusively, helping increase inclusion across the bank.
- The Power of Sponsorship: All of BMO’s leaders are passionately committed and accountable to developing emerging talent. It is widely recognized that diverse talent often benefit from active sponsorship which helps them to succeed in their careers - our sponsorship program delivers just that. The bank’s program pairs senior leaders with talented, diverse protégés who have the potential to grow into more senior roles. Our best-in-class sponsorship program yields measurable results while cultivating strong relationships that extend beyond the formal program. BMO’s sponsorship program has continuously yielded high success rates where protégés move on to new assignments and development opportunities or promotions.
- Galvanizing Employee Resource Groups: BMO’s Enterprise Resource Groups (ERGs) have evolved from grassroots awareness networks to effective engagement vehicles that help shape new market and business acquisition strategies, galvanize thousands of BMO employees to demonstrate a commitment to inclusion and make all of our people and customers feel valued, respected and heard. In partnership with Catalyst, BMO created the Inclusive Leadership Initiative, a North American community of practice that connects ERG members from various companies to share best practices on how each ERG can drive value and results.
- Future-Focused with BMO Next: BMO Next is an enterprise initiative focused on initiating and promoting conversations to help our team understand how we’re delivering on our vision to be the bank that defines great customer experience. It combines the energy of live employee events with an innovative, social media inspired digital experience. The digital space features videos, images, polls and an interactive discussion board to share insights from our leaders and engage colleagues in a discussion about how we are building towards tomorrow from our foundation in place today.
- Award-Winning Learning and Devevlopment: BMO is fully committed to career and leadership development. Our Institute for Learning creates and manages award-winning curriculums designed to meet the emerging needs of leaders at all levels and at all career milestones. From supporting Career Month to providing active learning opportunities, our Institute for Learning supports first time people managers as well as senior leaders. BMO is committed to learning opportunities that allow our employees to immerse themselves in career and leadership development by exploring, experimenting and applying their learning to real life business issues, helping them build a blueprint for the future.
- Deepening the People of Color pipeline: BMO is committed to creating opportunities for the advancement of diverse talent and is particularly focused on deepening our People of Color (PoC) pipeline in the U.S. The U.S. Top 100 Pilot Program is designed to accelerate the development and advancement of women and people of color who are high potential talent in the junior stages of their careers. Additionally, we’ve launched two networking centered programs - “Coffee Connections” focused on senior managers and “Linkages” aimed at mid-level talent, both create opportunities for executive leadership to build relationships with U.S. PoC talent that could lead to development opportunities and eventual advocacy.
- Flexible Micro Mentor Mentoring: Created by our Women’s Enterprise Resource group, our Micro Mentoring program was designed to better leverage the wealth of talent and expertise across the organization to support the growth of all employees. Employees are empowered to offer and solicit assistance in developing or acquiring a new skill over a short period of time. Existing technology is used to create digital connections between mentors and mentees. Established guidelines set the stage for a productive engagement model, allowing employees to quickly and effectively share amassed knowledge and load up on their skill tool kits fast.
- Back to Business Program: As founding sponsor, BMO Capital Markets, in partnership with Financial Women's Association (FWA) and three other financial organizations launched the Back to Business (B2B) pilot program .The program assists talented women with a previous career in financial services to re-launch a full-time career in the Tri-State New York market after an extended period of absence from the industry. The program supports a few internships per organization, with more planned as the program grows. Intern benefits include: • A stipend towards an education program • Paid minimum 6 month internship at BMO • One Interviewing Skills and Personal Branding Seminar for potential candidates with the goal of improving interviewing skills and a ‘soft’ introduction to BMO, ahead of the interview process. • One year FWA Membership • FWA and BMO Mentor
COMPENSATION BY THE NUMBERS
|70% Company-paid health coverage for employees|| 70% Company-paid health coverage for dependents|
| 70% Company-paid health coverage for part-timers|| 20 hours Weekly hours required for part-timers to receive health insurance|
| $8,000 Maximum Tuition Reimbursement|
- Employee stock purchase plan (ESPP)
WORK-LIFE BALANCE BY THE NUMBERS
| 30 days Paid time off after one year of full-time employment|| 30 days Paid time off after one year of part-time employment|
| 10 days Paid sick days after one year of full-time employment|| 10 days Paid sick days after one year of part-time employment|
| 30 Days Paid time off as of first day of full-time employment|| 30 days Paid time off as of first day of part-time employment|
WORK-LIFE BALANCE PROGRAMS
- Onsite Amenities (Cafeteria and concierge services at larger office buildings.)
FAMILY CARE BY THE NUMBERS
|120 days Job-protected maternity leave (including FMLA/STD) ||60 days Fully-paid maternity leave (does not include personal vacation or paid time off)*|
|10 days Job-protected paternity leave (including FMLA)||10 days Fully-paid paternity leave (does not include personal vacation or paid time off)*|
|$5,000 Adoption benefit||10 days Job-protected parental leave for adoptive parents (including FMLA)*|
|10 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)|
FAMILY CARE PROGRAMS
- Childcare reimbursement during business travel
- Paid sick leave to care for a child or relative
HEALTH INSURANCE COVERS
- Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
Community and Environmental Impact
| $24,000,000 Philanthropic donations in last year|| $130,000 Total company-matched employee donations in last year|
| Vice President - Senior Manager Facilities Management U.S. Corporate Real Estate Leads environmental impact team|| Third-Party Conducted Environmental impact audit|
| 4 LEED certified building(s)|| Yes Sustainable commuting program|
| Yes Renewable energy program|| Yes Carbon offset program|
| Yes Recycling program|
- Shared accountability between the Chief Inclusion Officer and the US Chief Human Resources Officer is responsible for the success of formal recruiting and retention diversity goals
- Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
- Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language
- 100 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
- Non-birth parents in same-sex relationships can take parental leave
- Medical care covers gender confirmation surgery
How to Get Hired
We asked BMO Financial Group for some inside information on how to get hired at the organization. Here is what they had to say.
What key characteristics tell you a prospective employee will be a great fit for your company?
We look for prospective employees who have a desire to put the customer at the center of everything they do. It's important that we look for cultural fit, someone who is aligned to our Being BMO values and how we work together. We launched a new career site: https//bmoharriscareers.com that provides great information about the type of individual we look for.
- Integrity - Do what's right
- Empathy - Willing to put others first
- Diversity - Learn from difference, won't let their biases influence them
- Responsibility - Wants to strive higher to make tomorrow better
What can prospective employees do to get your attention?
A prospective employee should be themselves, coming to the interview prepared to:
- Discuss their career progression to date, including any gaps
- Share experiences that showcase who they are by providing examples of previous successes that relate to the role they are applying for (we love results)
- Ask questions about the role and about BMO
- Have a frank discussion about values and culture. We want to make sure they share our values and that they'll have the same passion for serving our customers
- Are willing to help others succeed.
- Want to always improve, find more innovative ways of doing things and aren't content with the status quo
Are there any positions or types of candidates you are particularly focused on hiring in this coming year?
- Yes, we are focused on hiring for key roles in digital, agile, technology and analytics segments. Customer-centered roles are always a focus for BMO.
What should interested candidates do to find out more and get started?
- Visit our career web site: https://bmoharriscareers.com
- Join one of our talent communities
- Sign up for job alerts
- Check us out on social media, especially LinkedIn
| 4,700 Forecasted positions to fill in coming year|| -1% Job Growth|
| 11 Average applicants per opening|| 51,279 Total job applicants|
| 30% New hires by employee referrals|| 35% Openings filled by current employees|
| 191 Recent graduates hired|| 12% Voluntary turnover for full-time employees|
| 35% Voluntary turnover for part-time employees|