Role Responsibilities
Strategic Human Capital Leadership
- Develop and implement a People and Culture strategy aligned with the institution’s business objectives.
- Drive organizational transformation by fostering a performance-driven culture.
- Oversee workforce planning, succession planning, and leadership development programs.
- Partner with the Executive Committee to align HR initiatives with business strategy.
Talent Acquisition and Retention
- Develop a comprehensive talent management framework to attract and retain top talent.
- Implement best practices in recruitment, onboarding, and employee value proposition (EVP).
- Design and oversee career development programs to enhance employee growth.
Employee Engagement and Experience
- Foster a culture of inclusion, innovation, and high performance.
- Conduct regular employee engagement surveys and develop action plans to address gaps.
- Lead employee recognition and well-being initiatives to boost morale and productivity.
Performance Management and Learning & Development
- Oversee the performance management framework, ensuring clear KPIs and accountability.
- Implement robust learning and development programs to upskill employees.
- Develop leadership and mentorship programs to strengthen succession planning.
Culture, Diversity, Equity & Inclusion (DEI)
- Develop and drive the institution’s diversity, equity, and inclusion (DEI) agenda.
- Ensure a fair and equitable work environment with strong employee relations.
- Promote workplace flexibility and work-life balance initiatives.
Employee Relations and Compliance
- Ensure compliance with employment laws, labor regulations, and HR best practices.
- Handle complex employee relations issues, including grievances and disputes.
- Foster strong partnerships with labor unions, regulatory bodies, and industry HR forums.
Digital HR Transformation & Workforce Analytics
- Implement HR technology solutions to enhance efficiency and data-driven decision-making.
- Use people analytics to track workforce trends and improve HR strategies.
- Automate HR processes to improve the employee experience.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.
- Master’s degree in Human Capital, Organizational Development, or MBA is an advantage.
- HR certifications (e.g., CIPD, SHRM, CHRP) are preferred
Experience
- 10+ years in senior HR leadership roles, preferably in the financial sector.
- Proven experience in organizational culture transformation and employee engagement.
- Experience in managing HR digital transformation and workforce analytics.
Knowledge & Skills required
- Strategic HR Leadership Ability to develop and align HR strategies with business objectives.
- Talent Management Strong expertise in talent acquisition, retention, and workforce planning.
- Employee Engagement & Culture Ability to create an engaging, high-performance, and inclusive workplace.
- Organizational Development Experience in driving change management and cultural transformation.
- Performance & Learning Development Strong understanding of performance management frameworks and learning initiatives.
- DEI & Employee Relations Expertise in diversity, inclusion, and workplace relations.
- HR Compliance & Risk Management Knowledge of labor laws, employment regulations, and HR governance.
- HR Digitalization & People Analytics Ability to leverage technology and workforce analytics for decision-making.