IDB2987 - Division Head People and Organizational Development (ICD)

Role Purpose

This role is responsible for leading the People and Organizational Development practice in the ICD. Participate in the formulation of People’s strategy in line with the vision and mission of the organization. Also, lead the establishment of performance development framework to nurture a culture of continuous learning and development to enhance people and organizational performance. 

Key Functional Accountabilities and Activities

Organizational Development :  

• Participate in the development and formulation of world class People Strategy to drive performance, enhance culture to support the organizational objectives.
• Lead the development and maintenance of HR policies, directives, procedures, and processes in line with the people strategy and departmental business plan.   
• Ensure the maintenance of detailed organizational manual reflecting the strategic roles and responsibilities of the functions.
• Ensure regular update and development of job description in congruence with the organizational manual.
• Lead and manage the staff engagement practice in the ICD to drive staff engagement and organizational performance.
• Collaborate with the other functions of HR, to propose and develop strategic interventions to support the achievement of organizational strategy and objectives.
• Participate in the development and enhancement of ICD Competency framework to promote cultural identify and enhanced organizational performance.
• Participate in the development of corporate cultural values in line with mission, vision and strategy of the organization.
• Collaborate and liaise with the HR function of other group entities and MDB’s to devise innovative HR solutions that foster organizational agility and resilience.
• Participate in the development of departmental budget and monitor its effective utilization. 

People Development: 

• Lead the development of People Development framework to provide the organization with the capabilities and competencies to achieve the strategy and objectives.
• Develop and implement learning strategy and strategic initiatives/interventions to foster the culture of continuous learning and development (lifelong learning culture).
• Collaborate with the Department Head to understand the strategic priorities and vision of the organization to propose/develop learning and development interventions.
• Ensure the establishment of Leadership Development programs that ensure unified leadership profile and cultural effectiveness in the organization.
• Lead the development of succession management program to ensure the continuity of leadership and expert talent pipeline and internal talent development.
• Propose and implement systems/solutions with the purpose of enhancing organizational performance and employee experience.

Qualifications/ Professional Experience

• At least 10 years of experience in Human Resources Management functions such as Organizational Development, Performance Development, Learning and Development preferably in Banking/Financial Institutions with at least 5 years of experience in a managerial position.
• Master’s degree in Business Administration, Organizational Development, Human Resources Management, Organizational Psychology or related field, or a recognized professional certificate in HR. 

Competencies

Core Behavioral:

• Innovation and Initiatives
• Change Management
• Developing People Capability
• Partnership Management
• Strategic Thinking
• Self Effectiveness 

Technical Competencies:

• HR Strategy Articulation and Planning
• Learning and Development
• Performance Development
• Culture Management
• Leadership Development
• Change Management
• High potential management and succession planning
• Knowledge of HR Systems.
• Business Relationship Management

Language Skills

• Communicating fluently in English is a must. Arabic and/or French is a plus.