Job Purpose

To make available for the Bank’s operations the right people in the right place at the right time through quality recruitment to enhance productivity.

To monitor employee talent management processes and information for informed management decisions.

To monitor employee performance management processes and information for informed management decisions.

Key Responsibilities

Talent Acquisition

• Handle recruitment as per business heads’ requirements, based on HR observation and group’s approval.
• Act as a link between the company and recruitment agencies.
• Compile the candidates list.
• Run the shortlisting process.
• Organize interviews.
• Ensure that candidates have copies of job descriptions prior to interviews.
• Prepare interview feedback reports after the interview.
• Ensure unsuccessful candidates’ details are digitized for future reference.
• Ensure successful candidates are passed on to compensation and benefits for further processing.

Talent Management

• Monitor staff talent pool (HIPOs, HIPERFs, occupants of critical roles).
• Ensure there is a clear competence mapping document for all HIPOs and critical role holders.
• Compile the skill gaps of the HIPOs and critical role holders for the Learning & Development team.
• Monitor the list of critical roles and the competencies of their occupants.
• Ensure talent review processes are done timely.
• Compile talent review documents from staff.
• Prepare talent review documents prior to talent discussions.
• Provide any needed support to the HR team in generating and preparing HR reports.
• Be in charge of the HR diary on new staff appraisal, confirmation dates, and contract renewal dates.
• Ensure exit documentation is in place – clearance forms, exit interview forms, etc.
• Plan/advise on succession and monitor staff movements/transfers.

Performance Management

• Monitor staff performance activities.
• Ensure performance reviews are done timely as per the policy.
• Compile performance management documents, KPIs, and reviews.
• Digitize performance management documentation.
• Provide support in administering and reporting on employee satisfaction surveys.
• Manage performance management issues.
• Effectively manage understanding of job descriptions.

• Handle recruitment as per business heads’ requirements, based on HR observation and group’s approval.
• Act as a link between the company and recruitment agencies.
• Compile the candidates list.
• Run the shortlisting process.
• Organize interviews.
• Ensure that candidates have copies of job descriptions prior to interviews.
• Prepare interview feedback reports after the interview.
• Ensure unsuccessful candidates’ details are digitized for future reference.
• Ensure successful candidates are passed on to compensation and benefits for further processing.
• Monitor staff talent pool (HIPOs, HIPERFs, occupants of critical roles).
• Ensure there is a clear competence mapping document for all HIPOs and critical role holders.
• Compile the skill gaps of the HIPOs and critical role holders for the Learning & Development team.
• Monitor the list of critical roles and the competencies of their occupants.
• Ensure talent review processes are done timely.
• Compile talent review documents from staff.
• Prepare talent review documents prior to talent discussions.
• Provide any needed support to the HR team in generating and preparing HR reports.
• Be in charge of the HR diary on new staff appraisal, confirmation dates, and contract renewal dates.
• Ensure exit documentation is in place – clearance forms, exit interview forms, etc.
• Plan/advise on succession and monitor staff movements/transfers.
• Monitor staff performance activities.
• Ensure performance reviews are done timely as per the policy.
• Compile performance management documents, KPIs, and reviews.
• Digitize performance management documentation.
• Provide support in administering and reporting on employee satisfaction surveys.
• Manage performance management issues.
• Effectively manage understanding of job descriptions.