- BUSINESS AND FINANANCIAL OUTCOMES
Purpose: Ensure people strategy directly drives business performance, productivity, and strategic execution.
Responsibilities
- Partner with business leaders to translate business strategy into people, workforce, and capability plans
- Lead strategic workforce planning (right size, skills, structure, cost) aligned to business priorities.
- Enable delivery of performance management frameworks that drive accountability and results.
- Advise leaders on organization design, role clarity, and productivity improvement initiatives.
- Use people analytics and evidence to inform leadership decisions and improve performance outcomes
Outcome focus
- Business plans supported by fit-for-purpose workforce capability
- Improved productivity, execution discipline, and leadership effectiveness
- PEOPLE OUTCOMES
Purpose: Build an engaged, capable, high-performing workforce and strong leadership bench.
Responsibilities.
- Drive talent management outcomes (succession planning, leadership pipelines, critical roles).
- Coach and enable leaders to manage performance, capability, and employee development effectively.
- Champion employee engagement, wellbeing, inclusion, and fair treatment.
- Act as employee mediator in complex or sensitive people matters, ensuring balanced outcomes.
- Support learning, reskilling, and capability-building initiatives in partnership with HR Centers of Expertise.
Outcome
- Strong employee experience and engagement.
- Sustainable leadership and talent pipeline.
- Reduced regretted attrition and people risk.
- RISK, CONTROLS & GOVERNANCE
Purpose: Protect the organization by ensuring compliant, consistent, and well-governed people practices.
Responsibilities
- Ensure consistent application and interpretation of HR policies, frameworks, and procedures
- Advise leaders on employment law, disciplinary, grievance, and employee relations matters
- Monitor people-related risk (talent risk, conduct risk, succession gaps, ER exposure)
- Partner with Shared Services and Group HR Centres of Excellence to ensure controlled and auditable HR process delivery.
- Support audits, regulatory reviews, and internal governance requirements related to people management.
Outcome focus
- Reduced legal, regulatory, and conduct risk
- Strong internal controls and audit outcomes
- High confidence in HR governance
4) CUSTOMER EXPERIENCE (Internal & External)
Purpose: Improve business results by enhancing employee, manager, and internal customer experience.
Responsibilities
- Act as a trusted advisor and single point of HR interface for business leaders .
- Enable leaders to deliver positive employee experiences that translate into better customer service.
- Improve manager capability to handle people matters effectively and consistently.
- Simplify and improve people processes in collaboration with Group HR Operations and CoEs.
- Strengthen HR’s credibility, responsiveness, and value perception within the business.
Outcome focus
- Improved employee and manager satisfaction with HR.
- Better frontline capability and service delivery.
- Strong internal HR brand and trust.
Experience & Qualifications
- Bachelor’s degree in HR, Economics, Law, Finance related fields of study.
- At least 4-5 years’ experience, ideally in HR function
- Sound understanding of labour laws.
- Experience working with senior management team with the bank.
- Exposure handling change management projects.
- Experience in a Business Partnering role.
- Profiency in HR Analytics, data and AI.
Skills, Capabilities & Personal attributes
High levels of initiative, energy & drive, strong planning & organizing skills, attention to detail, ability to work under pressure and meet tight deadlines, excellent communication & interpersonal skills, ability to maintain confidentiality, interact with and present ideas to Executive staff, Senior Management or other levels in a confident manner and capability of working in a diverse & dynamic environment.
