Job Description

Job Title HR / Human Relations / Industrial Relations

Experience

School Degree

Description

Job Purpose
Define and implement bank wide organisational development and talent strategies, policies and plans which facilitate the delivery of the organisation s Strategic Plan.
Provide subject matter expertise to the Head of HR and Mancom in the development of organisational culture, organisational effectiveness, identification and development of talent, leadership, employee engagement and all aspects of organisational change and development.
Lead and manage a specialist team of OD and learning practitioners in the development and delivery of aligned programmes.
Key Accountabilities
Organisation Design
Support the leadership team in ensuring the organisation is appropriately designed to deliver maximum impact in the short and long term.
Identify and analyse organization effectiveness opportunities, provide organisational design and performance optimisation services
Develop the organisational framework required to support the building of a digital workforce in line with the Bank s digitalisation strategy
Review the Bank s operating model to ensure that core and non-core activities are appropriately structured & resourced.
Organisation Development
Identify organisational and individual capability requirements and align strategy, people and processes to optimise effectiveness and achieve organisation goals.
Design interventions to drive the appropriate culture, behaviours, skills, and performance and provide insight and leadership on change management strategy, planning and implementation
Lead and drive the development of a corporate culture that supports the bank s objectives and ensure effective communication of corporate values, in line with the vision, mission and strategic objectives.
Review and maintain a Bank wide competency framework and facilitate the assessment of employees versus these leadership & technical competencies.
Lead the diversity and inclusion initiative in line with Bank s strategy
Talent Management, Succession & Career Planning
Oversee the building of organisational capability and competence through the design and implementation of a bank-wide talent architecture framework.
Implement an annual Talent Review process that identifies key talent for business and Emirati critical roles and design the Talent Programme to ensure they are developed and retained
Lead the succession planning process to build bench strength across all levels of the organisation
Lead the implementation of a robust Career Management strategy including updating of career management policies, processes, career frameworks and career paths
Provide coaching and support to CEO and CEO Direct reports in the creation of robust development plans that meet leadership development, succession and retention needs.
Establish appropriate methods for carrying out individual leadership, career and talent assessments, using a variety of tools.
Learning & Development
Oversee the development & delivery of overall Learning & Development strategy for the bank that builds capability and optimises talent. Ensure that the L&D strategy supports the wider OD goals of career & succession planning, Emiratisation and talent management
Benchmark the Bank s L&D programme with international best practices
Ensure that consistent training practices and controls are in place to monitor for compliance and effectiveness of training initiatives.
Regularly meet with the Top Team to provide advice on people and career development challenges
Provide insights to senior management and line managers on the effectiveness of L&D interventions
Meet regularly with HRBPs to get feedback on learning and development needs from the business & Departments
Other Accountabilities
Employee Engagement
Develop strategies to improve engagement and create a positive workplace environment
Work to strengthen the connection that all employees have with their work, colleagues and to the bank so that employees are more fulfilled by their work and make a greater contribution towards organisational objectives
Work with HRBPs to ensure each area of the bank has a robust plan for increasing the levels of engagement
Provide SME input to annual engagement or other engagement surveys
Lead the Centre of Excellence for OD & Talent
Lead the OD & Talent & team ensuring that each team member is supported in reaching their potential and maximising their contribution to the Bank
Manage the CoE budget and ensure that activities are cost effective and add value to the bank
Collaborate with the HRBP & Emiratisation team to ensure that Talent & OD programmes are effectively designed to meet business needs
Collaborate with the HRSS to ensure that Talent & OD programmes are effectively administered
Ensure that the Centre of Excellence utilises the full range of capability available within SAP SF system to engage employees and LMs with Talent and OD activities.
Regulation, Assurance & Compliance
Oversee the policies & procedures relating to the areas of OD & Talent ensuring compliance with legal and regulatory requirements and alignment with the Bank s culture and aspirations
Other Accountabilities
Job Context
The incumbent is responsible for networking to build knowledge of best practice within the region and globally, and identifying, developing and maintaining a network of external partners in the area of OD & Talent (e.g. HR consultants, training providers & institutes)
Some of the current important strategic challenges for NBF are:
Communication of the vision, mission and values for direction and guidance across the Bank.
Shortage of high quality talent and UAE Nationals, due to the surge in demand in the UAE.
The growth of the Bank requiring a stable organization structure to support sustainability and continuity.
Accomplishment of objectives & developing effective working relationships in a diverse multi-cultural & competitive commercial environment.
Education
Bachelor's degree (preferred Master s degree HR/ Organizational psychology)
Experience and Skills
Basic Qualifications:
Bachelor's degree (preferred Master s degree) in Strategic HRM/Organizational psychology or related field
Professional Qualifications:
Professionally qualified in HR e.g. CIPD, SHRM, BPS Level A/B, Myers Briggs
Work Experience:
A minimum of 12 years of progressive experience in a HR leadership role.
Experience in OD & Talent including L&D, engagement, career management, succession planning, organisation effectiveness and organisation design

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