Performance Management

• Provide support to middle and senior managers to cascade and communicate their key performance indicators to their team members and develop performance goals that are aligned to business requirements.
• Deliver effective communications on performance management programs and policies to the people, ensuring that they understand how they will be evaluated, rewarded, or developed, according to their performance evaluation.
• Provide communications toolkit and support to middle and senior managers to communicate performance evaluation ratings to their individual staff professionally on a one-to-one basis.
• Work together with Employee Relations Officer to resolve any grievances related to performance evaluation outcomes raised by employees.
• Maintain proper records of performance reviews and ensure sensitive information are securely stored or destroyed for privacy and confidentiality.
• Evaluate and report the effectiveness of performance management system and its related communications efforts by analyzing data and feedback and developing continuous improvement actions.

People Analytics and Insights

• Apply data governance concepts and principles to identify, collect and prepare data for analytics and HR metrics benchmarking.
• Resolve data availability and data quality challenges with data cleansing techniques.
• Analyze financial and HR data by with the support of relevant data model that would guide the effective decision making
• Develop insightful presentation derived from data analytics and HR metrics benchmarking using dashboards or data visualization tools.
• Derive relevant insights from analysis and support the Head of OD with the recommendations and enhancements to the bank’s HR practices taking into consideration the business context and operating environment.

Technology and Operational Excellence

• Review the range of HR services against their corresponding HR service delivery channels critically to identify opportunities for continuous improvement of service quality or costs reduction.
• Design and plan various aspects of the HR operating model to deliver HR services as set out in service management framework and in accordance with HR policies.
• Implement HR transformation programs to improve the effectiveness of HR service delivery and cost efficiency for the bank.
• Adopt a service-oriented mindset and people-centricity in dealing with workforce and business stakeholders,
• Design feedback mechanisms to gather inputs on effectiveness of HR processes from lines of busines

Organization Development Initiatives

• Support the organizational diagnosis exercise to assess and analyses the current state and identify opportunities for organization development and/or change interventions. 
• Brainstorm the organization development and/or change interventions to drive and facilitate organization development and/or change in accordance with the bank’s direction.
• Monitor the progress and the initiatives and interventions and make the regular report to Head of OD.
• Execute broad-based communications strategy to articulate the business case, importance and impact of organization development and/ or change interventions on the overall business objectives.
• Execute stakeholder engagement activities to manage highly influential stakeholders to support organization development and/or change interventions.

Implement HR Management Systems

• Identify the operational needs for HR Management System
• Support Head of OD to get insightful business case presentation for new system implementation or system enhancements to senior management to obtain budget
• Determine system functionalities and customizations to be incorporated in HR Management System.
• Implementation and roll-out of HR Management System
• Ensure the day-to-day vendor management for the HR Management System
• Monitor compliance of HR systems with data and regulatory requirements
• Recommend improvement opportunities to HR processes and corresponding HR policies
• Evaluate effectiveness of HR systems and processes against requirements, objectives and user need

Managing team operations and performance

• Manage team resources to ensure adequate staffing and capability levels
• Provide coaching and advice to junior team members
• Justify the resources required to support changes in resources, procedures, systems, or technology within the function

• Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or related field required.
• Understanding local labor law and best practices,SHRM-CP/ PHRi holders are preferable.
• Minimum 5 years of experience in working knowledge of related functional areas such as recruitment and selection, learning and development, rewards and employee relation.
• Good interpersonal and technical support skills.
• Good organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Familiarity with human resources policies and procedures to ensure the HRIS meets organizational needs and goals.
• Proficient with Microsoft Office Suite or related software
• Thorough understanding of functional analysis and system design
• Proficient with or the ability to quickly learn the organizations HRIS, payroll, and similar employee management software.  
• Experience in HR Technology and analytical skill are highly preferable.