- Designing and deploying Talent Management framework and strategy for the Bank, which encompasses institutionalization of competency frameworks and identification, assessment and development of talent, and
- Anchoring organizations journey towards becoming employer of choice via creations of targeted employee and candidate initiatives.
Responsibilities
- Talent Management Strategy
1)Define and drive the Talent Management Strategy for the Bank in conjunction with relevant stakeholders. This would cover:
- Identifying process and criteria for Talent Identification (all levels)
- Driving individual talent assessment and capability building
- Facilitating both internal and cross functional mobility based on both past performance and potential.
- Facilitating meaningful employee interactions
- Creating framework for succession Planning for senior roles 7) Design Policy Framework to support & facilitate Talent Management Strategy and Initiatives
- Design & Implementation of Leadership Competency Framework (LCF) and Functional Competency Framework for the Organization
1)Designing of Functional Skills, Knowledge & Competency frameworks for the Bank as well as leadership roles
2)Familiarization with stakeholders for views & ease of implementation
3)Communication plan with all stakeholders in the Bank for socialization of framework
4)Integration the same across all HR Processes – PMS, TM, TA, etc.
- Potential Assessments
- Evaluation & empanelment of service provider along with other stakeholders
- Designing framework for creation and monitoring of individual development plans across employee groups
- Creating framework for Talent Review Boards; facilitate the board with requisite data-points for the Talent /Potential Assessment
- Designing Learning journey plan in collaboration with L&D; and deployment through HR Business Partners
- Anchoring IDP & Talent Board feedback to L&D; and other stake holders enabling the learning journeys
- Working closely with L&D; team to develop and roll out bespoke leadership programs basis IDP's
- Conducting progress Reviews along with the HR Business Partner and Business Teams
- Employee Engagement
- Design and implement a roadmap towards becoming an Employer of Choice
- Put in place a process for regular Employee Feedback / Listening initiatives
- Evolve the culture transformation journey in partnership with extended HR team and the business leaders
- Institutionalize Culture by redesigning Employee Experiences touch points and Align Leadership Behavior
- Use the data and analytics to make meaningful interventions towards impacting employee experience
- Employer Branding & Employee Value Proposition
- Co-create the Employee Value Proposition for the Bank
- Liaising with Marketing & Corporate Communications to create content and collaterals highlighting Banks EVP; liaising with various HR and business stakeholders for roll out or relevant communications
- Integrate the same into Employee and Candidate Experiences across all HR Processes – PMS, TM, TA, Compensation etc.
- Monitoring candidate experience across various touch points via implementation of initiatives to evaluate TA NPS and gathering candidate feedback
- Representing the organization through various externals conferences, surveys and industry events