1. Organizational Development (OD)

• Lead organizational development initiatives that drive cultural alignment, business transformation, and employee engagement within a regulated financial environment.
• Advise leadership on organizational design, capability building, and change readiness to support agile banking operations.

2. Job Description Management

• Oversee the development and maintenance of a centralized, auditable job description database in alignment with internal governance and regulatory compliance.
• Ensure consistency in role definitions across the organization to support internal mobility, audits, compensation benchmarking, and operational clarity.

3. Performance Management Framework

• Design and execute a performance management cycle that supports a culture of accountability, continuous feedback, and regulatory alignment.
• Implement key performance indicators (KPIs) and behavior-based assessments to evaluate and reward performance effectively.
• Equip leaders with tools and frameworks to have impactful performance and development conversations.

4. Competency Frameworks & Role-Based Capabilities

• Develop and implement comprehensive technical and behavioral competency models tailored to key banking functions (e.g., risk, compliance, digital banking, treasury, branch operations).
• Integrate competencies with performance reviews, promotions, L&D, and succession planning frameworks.

5. Succession Planning

• Lead enterprise-wide succession planning to ensure leadership continuity in mission-critical roles.
• Partner with business units to identify high-potential talent and develop individualized development plans.
• Ensure plans align with regulatory and internal governance expectations (e.g., key person risk).

6. Retention & Talent Risk Planning

• Develop data-driven retention strategies focused on top performers, high potentials, and critical roles in high-demand banking segments.
• Monitor internal talent risk indicators and provide early interventions for at-risk populations.

7. Talent Analytics & Reporting

• Leverage workforce data and talent analytics to inform decisions, track progress on strategic talent initiatives, and report to senior leadership and board committees.
• Ensure alignment with financial services regulatory reporting standards where applicable.

8. Leadership & Collaboration

• Collaborate with HR Business Partners, Learning & Development, and Recruitment to integrate talent management strategies across the employee lifecycle.
• Act as a strategic advisor to the CHRO and executive team on talent issues that impact business performance and regulatory reputation.

• Bachelor’s degree in Human Resources, Business Administration, or a related major from a reputable university
• A Master’s degree or MBA is preferred.
• 10+ years of progressive HR or Talent Management experience, ideally within banking, financial services, or other regulated industries.
• Proven experience developing performance management systems, succession frameworks, and OD programs.
• Strong understanding of regulatory and governance frameworks affecting talent in the financial sector (e.g., FRA, CBE, internal audit requirements).
• Proficiency in talent management platforms and HR analytics.
• Exceptional communication, facilitation, and stakeholder engagement skills.