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Leadership And Employee Development Officer

Closing: Dec 22, 2021

18 days remaining

Published: Nov 24, 2021 (10 days ago)

Job Requirements

Education:

Post-graduate education

Work experience:

5 years

Language skills:

English

Job Summary

Contract Type:

Full time

Job Summary
  • Reporting to the Division Manager, Talent & Development, the Leadership and Employee Development Officer is responsible for planning, administration and delivering of the training and capacity development programs in the Bank. S/he oversees the operational delivery of learning programs for staff and leaders in the Bank to support organisational change.
  • The role of the Human Resources Management Department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the HR Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
  • In order to create a truly transformed HR work-way, CHHR department is structured around four areas of expertise: Policies, Contracts & Processes for thought leadership in policy development, contracts and best practice benchmarking, Client Relations & Staff Engagement for strategy, internal consulting, client contracting, engagement and HR delivery, Talent & Development for thought leadership, design, talent and staff development and training and best practice benchmarking, Operations, Methods & Compliance for transactional excellence and employees outreach. This HR Model aims to deliver a strong employee life-cycle experience.
  • The Talent and Development Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic staffing, talent management, performance management, leadership development and learning.  


Responsibilities
Job Summary
  • Reporting to the Division Manager, Talent & Development, the Leadership and Employee Development Officer is responsible for planning, administration and delivering of the training and capacity development programs in the Bank. S/he oversees the operational delivery of learning programs for staff and leaders in the Bank to support organisational change.
  • The role of the Human Resources Management Department is to develop and execute a People Strategy, Policies, processes and practices which will enable the Bank to achieve its strategic Agenda. Core to the HR Strategy will be the attraction, development, engagement, motivation and retention of a best-in-class workforce.
  • In order to create a truly transformed HR work-way, CHHR department is structured around four areas of expertise: Policies, Contracts & Processes for thought leadership in policy development, contracts and best practice benchmarking, Client Relations & Staff Engagement for strategy, internal consulting, client contracting, engagement and HR delivery, Talent & Development for thought leadership, design, talent and staff development and training and best practice benchmarking, Operations, Methods & Compliance for transactional excellence and employees outreach. This HR Model aims to deliver a strong employee life-cycle experience.
  • The Talent and Development Division embeds a strategic approach to human resource development and management that results in more effective talent and performance management including strategic staffing, talent management, performance management, leadership development and learning.  


Responsibilities
  • Lead in designing learning and development plans, programs and material that meet identified learning needs; and enhance performance, support individual development plans and responds to organizational changes.
  • Identify available staff training and development opportunities both in-house and externally and recommend strategies for harnessing such opportunities to management using multiple instructional methodologies and technologies.
  • Ensure that programs designed and implemented are targeted to accomplish competencies for leadership roles, specific jobs or job families.
  • Identify and implement key metrics to determine overall effectiveness and relevance of learning programs and leadership initiatives in supporting business needs/ strategic goals.
  • Analyze and assess the L&D delivery mechanisms, processes, procedures and tools and identify efficiency improvement opportunities towards more efficient use of training resources and enhanced effectiveness of L&D policies and programs.
  • Take the lead in preparing the annual training and staff development budget in consultation with the Division Manager, Talent & Development. Accordingly, act as the Division budget coordinator to administer and monitor budget implementation and provide for adequate control and monitoring mechanisms.
  • Develop and analyse post-training evaluations to determine relevance and impact of programs offered.
  • Ensure that all training activities are adequately recorded, maintain related L&D bases and provide all training related reporting; statistics and KPIs.
  • Provide input in the annual appraisal reports and on training and development activities and recommend process improvements to these.  
  • Participate in (and where necessary, lead) the selection of training providers and provide related contract administration and management.
  • Manage and coordinate work of training team.
  • Ensure that training offered is adequately communicated across the Bank.


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