I would start with googling for articles on the topic, e.g.:
- The Muse: 4 Strategies for Your One-on-One Networking Meeting
- Forbes: 15 Tips To Making Your One-On-Ones Worth Your While
The questions you are raising make sense, but they seem too general for the specific situation which you are trying to make the most of. You have a meeting with a specific highly knowledgeable person at a specific company. I understand that the questions you cite are important to you, but think about what topics would be worthwhile to discuss for the other person. What would make him feel like his time with you was well spent?
My guess would be these topics would revolve around talking about his department's specific main areas of work, as well as related needs/challenges -- this can naturally lead into gaps in capacity/resources to address such challenges, hence what types of skills they are looking for in their staff and new hires.
You want to give the impression that you are seriously considering a career with this specific bank, and are wondering about the skills and abilities that this specific department, under this specific guy's leadership, needs in the near term.
Some related questions might be:
- What skills in new hires do you find most valuable in terms of ROI for meeting your organization's needs/priorities?
This can lead into discussion of specific technologies/areas of expertise.
- What additional skills or qualities or experience, besides purely technical aspect, do you consider valuable in new hires that helps them integrate well with the culture and effectively collaborate with the colleagues in this company?
This can lead into an overview of cultural identify of the company and the abilities that are valued as contributing to company's or department's effective functioning (e.g. innovativeness and risk-taking vs. deep expertise in established technologies).
You probably get the idea. The comments above also offer great suggestions. Good luck!