Recruitment and Organisational Design
• Continue to reassess organisation structure as necessary to support business growth
• Partner with Country HR Director and RS Talent Acquisition team to develop overall recruiting/sourcing strategy
• Attract and hire best-in->• Ensure leadership considers internal mobility alongside campus and lateral recruiting when designing team structure
Talent and Performance Management
• Partner with the Country HR Director, Head Office and Senior Management on the planning, development, communication and implementation of talent management processes
• Ensure senior leaders take a proactive approach to talent and performance management
• Act as coach and confidential resource to employees at all levels
• Support development and implementation of talent development initiatives (e.g., mentoring, bespoke training, other interventions)
Learning and Development
• Leverage business connectivity and insight to drive value through learning and development
• Partner with Senior Management to identify, develop and implement business specific training solutions; maximising opportunities from ABN Amro wide training and development programs where possible
New Hire On-Boarding/Orientation
• Support implementation of an impactful on-boarding process that ensures a positive experience for new joiners across all teams
• In coordination with Partner with Country HR Director and Senior Management, develop and manage customised senior-level onboarding efforts
• Manage the new joiner check-in process in conjunction with the HR Advisor
Compensation
• Partner with Country HR Director, UK HR colleagues, Head Office and Senior Management to execute annual compensation review and ad hoc analyses throughout the year
Diversity, Equity and Inclusion
• Partner across the organisation on all diversity and inclusion efforts
• Work in strong collaboration with business stakeholders to drive progress against DE&I objectives
• Ensure DE&I is manifest in all talent processes, e.g., recruiting, promotions
Employee Relations
• Serve as resource within the business to help manage ER issues
• Collaborate with leadership to align on key elements of employee relations strategy
• Partner with leaders to develop coaching and performance management plans as appropriate
Culture and Engagement
• Work across the business to identify and drive employee engagement initiatives
• Ensure health and welfare of employees
• Play a leadership role in assessing current culture, identifying desired state goals, and leading programs / initiatives to drive progress.
Metrics and Analytics
• Prioritise focus on strategic Human Resources levers that align to business results. This includes developing and interpreting key Human Resources metrics that support core people and talent processes and drive decisions (heavy focus on compensation planning, talent management, D&I)
• Manage ad hoc reporting requests