PURPOSE OF JOB
The Managing Director, Human Resources and Organisational Development (MDHROD) provides a pivotal leadership role across the Bank in visioning, shaping and executing the Bank’s people strategy. As the senior-most HR executive, the MDHROD is responsible for overseeing all aspects of people strategy and ensuring that HROD policies and practices align with the Bank’s strategic objectives, values and business goals. The MDHROD also acts as a key decision-maker in sensitive employee relations matters in accordance with internal governance procedures.
The MDHROD must demonstrate exceptional sound judgement and unwavering integrity, consistently navigating complex organisational challenges with discretion, fairness, and a principled approach that upholds the Bank’s behaviours and values, fostering trust across all levels of leadership and staff.
ACCOUNTABILITIES & RESPONSIBILITIES
- Strategic Organisational Direction: Setting HROD strategic direction and people priorities in line with Bank-wide goals and objectives. Leading and overseeing programmes and initiatives to enable the HR and OD aspects of the Bank’s Strategic Capital Framework.
- Overall People Agenda: Developing and overseeing implementation of the Bank’s people plan, fostering a positive and productive work environment guided by the Bank’s Workplace Behaviours.
- Talent: Ensuring effective strategies and approaches are in place to attract, deploy, develop, and engage people with the required capabilities to meet the Bank’s current and future needs. Focusing holistically on future skills, talent planning, leadership capability, mobility, and staff development to maximise organisational, team and individual performance.
- Operations, Data, Systems & Transformation: Through larger scale transformation initiatives (e.g. HR System Implementations) and ongoing continuous improvement initiatives, ensuring HROD’s delivery is fully optimised and efficient. Responsible for ensuring the smooth provision of operational activities and insightful people analytics data to the Bank to improve decision making.
- Reward: Ensuring a comprehensive Reward framework is in place, and reviewed to remain robust and responsive to the Bank’s evolving needs, focusing on communications framed around transparency and total reward. Ensuring a job structure exists for organising and managing the Bank’s roles.
- Workforce Planning: Overseeing HROD’s approach to workforce planning, both in terms of aligning talent with current operational business needs, and long-term strategic workforce planning to ensure relevant strategies for future focused talent acquisition and development are in place, and resources are engaged and deployed to underpin flexibility and organisational resilience.
- Employee Relations: Directing and overseeing the implementation of initiatives and policies (eg Respectful Workplace Procedure) to promote a positive employee relations landscape, ensuring staff/ managers are encouraged to access expert resources when disputes/ conflicts/ issues arise. Maintaining effective collaboration with the Bank’s Staff Council. Ensuring MD HROD decision making is compliant with the Bank’s internal legal framework.
- Business Partnerships – Ensuring the Bank’s leadership are well supported in implementing people initiatives and organisational change, guided and advised with a focus on business goals and HROD best practice.
- Diversity & Inclusion – Overseeing the development & implementation of DEI initiatives to create a more inclusive and equitable working environment. Also directing actions to support employee mental and physical health.
- General
- Horizon scanning around the future of work, considering impacts of external factors, technological innovation, and emerging policy areas.
- Driving HROD support of strategic bankwide projects, particularly those related to the design of the organisation.
- Taking a leading role in the Bank’s response to major disruptions or crises.
- Functional leadership of the HROD department, ensuring it has the capabilities and is designed to deliver as an effective and modern team, able to quickly respond to changing priorities to meet business needs.
- Providing strategic advice and guidance directly to the President, and other members of the executive committee where relevant.
- Accountable for the engagement and effective overall management of relevant staff including recruitment, compensation, performance management, coaching and development, and enhancing staff’s sense of engagement.
- Championing and role modelling the Bank’s Workplace Behaviours and Behavioural Competencies, ensuring adherence within the team(s) so that the highest standards of integrity and ethical conduct are exhibited at all times.
The role is responsible for all functional areas of HROD, as follows:
- Business Partnering - supporting the Bank’s leadership in meeting changing business needs.
- Reward – providing staff with a reward package which is market competitive.
- Talent Acquisition – identifying, attracting and recruiting top talent.
- Talent & Performance Management – deploying, developing and engaging people aligned to business needs.
- Diversity & Inclusion – ensuring the Bank builds on its strong diverse & inclusive culture.
- Organisational Design – guiding the business on designing work according to evolving needs.
- Employee Relations & People Solutions & Advisory – fostering positive working relationships and ensuring equitable practices.
- HR Operations, Data & Systems – enabling efficient HR activities and data analytics.
- Transformation – Delivering HROD transformation to optimise the HROD function and support a future fit workforce.
- MD HROD is a member of the Bank’s Crisis Management Team, Programme Steering Board, as well as, as required, a number of committees of the Bank
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