HR Development Manager

Description de l'annonce:

Bank ABC Tunisia is reinforcing it's Human Resources Department with the recruitment of an HR Development Manager.

The HR Development Manager works under the supervision of the local Head of HR to ensure that HR Department supports the Bank in a way that is constantly improving the development and effectiveness of the organization as this relates to its people. 

1- Main Responsibilities:

Under the supervision of the local Head of HR, the HR Development manager will have the following under their scope:

-Employee Engagement

Conduct and report appropriate employee engagement surveys, and oversee sustainable action plans.

-Diversity 

Implement a program of awareness, under the lead and guidance of the local Head of HR with appropriate interventions to promote diversity, impact the careers of local staff members and the performance of Bank ABC Tunisia.

This program will initially focus on gender diversity.

-HR Policies

Ensure that HR Policies are fit for purpose, as transparent as possible, align with and support the Bank’s culture and values, and are legally and regulatory compliant.

As the process moves forward, report all policy status and updates to the local Head of HR for approval.

-Succession Planning

Implement, refresh the succession planning process, and report all observations and findings to the local Head of HR with a view to making it more effective and also ensuring that it meets regulatory expectations.

Help the local Head of HR to ensure that named successors have been appropriately screened and that realistic development plans are in place, as appropriate.

-Board Training

Help the local Head of HR Department to make sure that current Board Members trainings are appropriate and comply with regulatory expectations and good practice.

-Leadership Development

Assist the Local Head of HR in the creation of new leadership development offerings that directly support the business strategy.

Help build mobility programs and supporting policies following the commands of the local Head of HR, to ensure cost effectiveness (i.e. secondments for key talent).

Link to succession planning as appropriate.

-Training & Development

Analyze training and development strategies in coordination with line managers, by considering immediate and long-term skills requirements, with a group-wide focus.

Improve training and development programs based on the needs of the organization and the individual – linking to succession planning as appropriate.

Report all findings and observations about the development and implementation of all training to ensure that it supports business strategy/requirements.

Actively promote an open knowledge-sharing environment that builds knowledge & skills for the benefit of the organization.

Help manage an employee career development process that ties in with succession planning.

Consider and report the costs of training to keep them within budgets, as well as assessing the return on investment.

Improve the processes for selecting, contracting and monitoring training providers, and capitalize on economies of scale.

Improve the Management Trainee Program in order to cultivate future talents for challenging, rewarding professional careers within the Bank. 

-Bank ABC Academy

Develop and manage ABC Academy, virtual or otherwise.

-Recruitment

Manage the recruitment process. 

Establish excellent working relationships with MANCOM, and Group Heads of function, in particular, and work to ensure that they are receiving an excellent HR service.

Assisting them to drive change and to ensure that best practices are being spread around the group.

-Team Management

Manage the Training and Career Development Officer and Talent Acquisition Officer.

Ensure the Back-up of the HR Operations Manager

Consolidate the HR Development Team professional skills to ensure a high level of multitasking knowledge of the Team.2- Job Requirements:

- Education:  

Master’s or Bachelor’s degree in Human Resources or any relevant field.

Certifications/ Qualifications in relevant areas such as psychometrics, or leadership coaching are an advantage

- Experience:

5 to 10 years of experience in HR.

5 years of experience designing and implementing employee development programs.

- Knowledge: 

- Understanding of the importance of employee engagement, the factors that drive it, and how to create positive change.

- Understanding of how to align interventions to support strategy, and of how to assess the effectiveness of interventions.

- Understanding of the succession planning, diversity, links to recruitment and to other key HR areas.

- Understanding and knowledge of strategic recruitment

- Understanding of HR Policies and how they can be used to support and re-enforce desired organization culture, values and behavior.

Personal Attributes: 

-  Outstanding interpersonal, relationship building and employee coaching skills.

-Passionate and enthusiastic about delivering training.

-Tenacious approach to delivery and quality of output.

-Professional, confidential, ethical and diplomatic attitude under all circumstances.

-Excellent communication and interpersonal skills.

-Open-minded, culturally sensitive, people-oriented, non-judgmental.

- English, Arabic and French speaking is an advantage.