The selected candidate will assist the Senior Vice President in developing bank strategic policies and programs that integrate with business strategy needs and supports efforts to attract, develop and retain talent.? The Vice President Human Resources will handle the following responsibilities: ?
- Performance Management: Leads performance management program providing tools and processes that effectively measure and reward desired bank results while ensuring managerial effectiveness and employee engagement.
- Organization Development: Work with the Senior Vice President and executive team to develop and execute strategy for acquiring/developing next-generation leaders and their successors. ?Manage the talent development process to provide a diverse talent pipeline for both short and long-term needs of the bank, including senior management and executive levels. ?Strengthen the senior leadership of each functional area by providing coaching and counsel to senior executives to strengthen their own leadership capability. Set strategy for succession planning and related developmental activities, oversee leadership development programs ensuring their linkage to the organizations strategies, goals and objectives.?
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- Talent Acquisition: Ensure that recruiting practices across all levels of the organization are continuously improved and enhanced and are aligned to business strategies and future needs. ?Develop workforce planning capability to ensure human capital needs of the bank are known, strategies developed and implemented to ensure needs are met.?
- Business partnering: Act as a strategic thought partner to the Banks leadership to build stronger leadership teams to enhance the performance of the bank.? Provide counsel appropriate for each specific situation based upon an understanding of the bank combined with deep expertise in organizational development and effectiveness.
- Culture and communication: Drive high performance culture by effectively communicating human resource values, ideas, plans and programs to affect the required cultural evolution. ?Foster an environment that stimulates open communication, transparency and creativity and engenders a one-team spirit. ?Direct, implement and coordinate change initiatives to support enhanced organizational effectiveness within the bank.
- Team management: Lead the human resources team to help drive business results.? Encourage groups and individuals to work collaboratively by focusing on common purpose of team. ?Evolve the HR organization within the bank and maintain its profile, presence and delivery model as a strategic business operating function
- HR compliance: Monitor and address legal compliance issues to ensure the organization complies with local and national laws.
Qualifications: ? PROFESSIONAL EXPERIENCE / QUALIFICATIONS ? The ideal candidate will be a highly accomplished HR executive with a proven track record of success leading a strategic HR organization that partners with the business in a complex enterprise. ?This vibrant, energetic and performance-driven individual will be known for his/her deep involvement in and knowledge of the details of the business, not just the ability to provide HR support to a business.? Demonstrated results in organizational and leadership development and design as well as in change and talent management, this individual will have significant experience building and leading a team of HR professionals. ?He/She will be ahead of the curve and agile in anticipating and developing both tactical as well as strategic HR plans and programs to accomplish the banks mission and objectives. ?The individual we seek, who is critical to the banks success, will be expected to take the HR function to a new level on both a tactical and strategic basis. ?Specifically, he/she will have experience in the following areas:
- This executive will have a minimum of 10 years of broad Human Resources experience in HR academy organizations, at least five of which in an influential leadership capacity. ?A background in financial services or technology industries is a significant plus.
- Serve as a personal advisor to key members of management. ?Must be willing to challenge managements point-of-view when appropriate, offering alternative constructive suggestions.
- Possess functional expertise in organization design, change management, benefits, performance measurement, employee relations, recruitment and staffing, training, and leadership/management development including succession planning.?
- Have knowledge or the willingness to learn the business, including success metrics, to ensure performance objectives and programs to reinforce achievement of business objectives.
- Be a businessperson with sound judgment and have the ability to make contributions viewed to be of value to the organization as a whole. ? It is important that the individual selected understands the bus i ness and is able to recognize the potential of individuals.? He/she will implement and lead an efficient process for hiring, developing, and retaining great people across the organization.
- An undergraduate degree is required with an advanced degree in Business Administration, Human Resources Management or Organizational Development being highly desirable
- Keeps abreast of key market trends/changes and takes appropriate action to ensure continued leadership and competitive advantage.
- A quick learner with strong analytic orientation.
- A track record of establishing an HR vision and successfully executing against it.
- Acts in advance of the market to position the human capital function and the business for the future.
- The ability to deal with ambiguity.
- Establishes effective decision-making and priority-setting processes for major HR projects and initiatives.
- Credibility earned through delivering results in a hands on manner.
- Balances urgent and effective action with a commitment to excellence.
- Proven results in all aspects of the HR function and a working and evolving knowledge on contemporary HR topics.?
- Depth in talent acquisition (including senior management and executive levels).
- Proven track record of recruiting and retaining high performance teams.
- Provides direct leadership to the HR team by setting, communicating and modeling high standards of performance and professionalism, developing and maintaining a high level of personal credibility and demonstrating consistent sound judgment.
- Promotes ideas and proposals persuasively
- Shapes stakeholder opinions; projects a positive image; takes the time to understand underlying issues and works to build consensus, win-win outcomes; picks battles wisely, treats all points of view with respect even if he/she disagrees.
- Keeps two-way communication flowing with key stakeholders
- Delivers clear and effective verbal and written messages. ?Knows the right tone, manner and channel to use for all circumstances; listens actively and acknowledges conflicting points of view.
- Actively walks the talk and models principled leadership and sound business ethics in all interactions at all levels. ?Demonstrates commitment to the organizations values and builds trust, credibility with others by aligning words with actions, following through on commitments, and taking ownership and accountability for his/her own actions and behavior.
- Flexible and adaptable. ?Develops and applies creative solutions to business issues; anticipates situations and needs and finds flexible answers; champions innovations to improve business and functional performance. ?Plans and executes communications around change.
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