QNB3171 - Vice President Talent Management

About QNBEstablished in 1964 as the country’s first Qatari-owned commercial bank, QNB Group has steadily grown to become the largest bank in the Middle East and Africa (MEA) region.QNB Group’s presence through its subsidiaries and associate companies extends to more than 31 countries across three continents providing a comprehensive range of advanced products and services. The total number of employees is more than 28,000 serving up to 20 million customers operating through 1,000 locations, with an ATM network of 4,300 machines.QNB has maintained its position as one of the highest rated regional banks from leading credit rating agencies including Standard & Poor’s (A), Moody’s (Aa3) and Fitch (A+). The Bank has also been the recipient of many awards from leading international specialised financial publications.Based on the Group’s consistent strong financial performance and its expanding international presence, QNB currently ranks as the most valuable bank brand in the Middle East and Africa, according to Brand Finance Magazine.QNB Group has an active community support program and sponsors various social, educational and sporting events.Job SummaryThe incumbent is primarily responsible for the design and implementation of various Talent Management initiatives in line with the Group’s business and growth strategies. The incumbent drives and leads design & effective deployment of strategies, processes, systems and tools related to Talent Management (TM), Leadership Development & Succession Planning, Employee Assessment & Development Centers, Career Planning and Development.Main Responsibilities Shareholder & Financial: Support senior leadership in achieving their people development strategies for the Group through the deploymentof “best practice” TM methodologies, technologies and tools that contribute to attraction, development & retentionof talented employees/ managerial personnel, and thereby facilitate the achievement of shareholder/ financialobjectives. Implements KPI’s and best practices for Vice President Talent Management role. Promote cost consciousness and efficiency and enhance productivity, to minimise cost, avoid waste, and optimisebenefits for the bank. Act within the limits of the powers delegated to the incumbent and delegate authority to the respective staff andmonitor exercise of the same. Demonstrate clear understanding of the important factors behind the bank's financial & non-financialperformance. Customer (Internal & External): Build and maintain strong and effective relationships with all internal and external stakeholders e.g wider TalentManagement, L&D, wider GHCD, business divisions, external TM vendors, Universities, QFBA etc Provides timely information to Executive Vice President Talent, Learning and Development, Senior Executive VicePresident GHC and other business managers, external TM vendors and consultants, as required. To assist customers in all their queries on Bank’s product and seek solution to their requests. Maintain activities in accordance with Service Level Agreements (SLAs) with internal departments/units to achieveimprovements in turn-around time. Build and maintain strong/effective relationships with related departments/units to achieve the Group’s objectives. Provide timely/accurate data to external/internal Auditors, Compliance, Financial Control and Risk when required. Internal (Processes, Products, Regulatory): Drives Group QNB wide TM and Succession Planning processes, to efficiently and effectively integrate them asbusiness processes led by business leaders and supported by Talent, Learning and Development/GHCD Works with to Executive Vice President Talent, Learning and Development to spearhead Group QNB’s strategicTalent Management Initiatives such as competency framework/assessments, employee assessment, leadership &management development, succession planning & Talent Reviews, TNA, individual development plans, careerdevelopment etc. Assists to Executive Vice President Talent Learning and Development with Group Culture and OrganizationalEffectiveness initiatives e.g. enhancements in Performance Management framework, Employee EngagementSurveys & other interventions. Establishes an organization-wide talent identification and assessment strategy to identify high potential individuals,addressing leadership/managerial competency gaps, helping prepare employees for senior roles as part ofsystematic succession planning. Establishes Employee Assessment infrastructure including in-house Certified Assessors and acquires necessaryassessment tools required for implementing the assessment strategy. Promotes TM various forums inside the Group through employee communications, workshops, presentations etc. Leads Top Talent Leadership & Management Development programs in partnership with Vice President Learning& Development and Executive Management Team.Communications and Marketing Develop a TM Marketing and Communications strategy for Leadership, Succession and Graduate DevelopmentPartner with Marketing and Communication teams to ensure project and program outcomes are effectivelytranslated into tangible, marketable outcomeInternational Liaison Develop and maintain closer ties with International subsidiaries and branches to support development of commoninternational policies, procedures and approaches for TL&D issues e.g. Succession planning VendorRelationships Continuous Improvement: Set examples by leading improvement initiatives through cross-functional teams ensuring successes. Identify and encourage people to adopt practices better than the industry standard. Continuously encourage and recognise the importance of thinking out-of-the-box within the team. Encourage, solicit and reward innovative ideas even in day-to-day issues. Learning & Knowledge: Possesses superior knowledge of TM, Leadership Development; Career Development, Employee Assessment andSuccession Planning models, frameworks, practices, methodologies and tools. Proactively identify areas for professional development of self and undertake development activities. Seek out opportunities to remain current with all developments in professional field. Hold meetings with staff and assess their performance and your team’s overall performance on a regular basis. Take decisive action to ensure speedy resolution of unresolved grievances or conflicts within the team members. Identify development opportunities and activities for staff and facilitate/coach them to improve their effectives andprepare them to assume greater responsibilities. Legal, Regulatory, and Risk Framework Responsibilities: Comply with all applicable legal, regulatory and internal compliance requirements including, but not limited to,Group Compliance Policies and Procedures (AML & CTF, Sanctions Policy, Data Protection Policy, Fraud ControlPolicy, Whistle Blowing Policy, Conflict of Interest and Insider Dealing Policy). Understand and effectively perform your role under the Three Lines of Defence principle to identify measure,monitor, manage and report risks. Ensure systematic good outcomes for clients in accordance with Conduct Risk policy. Support the framework of RCSA, KRI, Incident reporting and remediation, as appropriate, in accordance with theOperational Risk Management requirements. Maintain appropriate knowledge to ensure full qualification to undertake the role. Complete all mandatory training provided by the Bank, attain, and maintain the required levels of competence. Attend mandatory (internal and external) seminars as instructed by the Bank.Partner with Marketing and Communication teams to ensure project and program outcomes are effectivelytranslated into tangible, marketable outcomeInternational Liaison Develop and maintain closer ties with International subsidiaries and branches to support development of commoninternational policies, procedures and approaches for TL&D issues e.g. Succession planning VendorRelationships Continuous Improvement: Set examples by leading improvement initiatives through cross-functional teams ensuring successes. Identify and encourage people to adopt practices better than the industry standard. Continuously encourage and recognise the importance of thinking out-of-the-box within the team. Encourage, solicit and reward innovative ideas even in day-to-day issues. Learning & Knowledge: Possesses superior knowledge of TM, Leadership Development; Career Development, Employee Assessment andSuccession Planning models, frameworks, practices, methodologies and tools. Proactively identify areas for professional development of self and undertake development activities. Seek out opportunities to remain current with all developments in professional field. Hold meetings with staff and assess their performance and your team’s overall performance on a regular basis. Take decisive action to ensure speedy resolution of unresolved grievances or conflicts within the team members. Identify development opportunities and activities for staff and facilitate/coach them to improve their effectives andprepare them to assume greater responsibilities. Legal, Regulatory, and Risk Framework Responsibilities: Comply with all applicable legal, regulatory and internal compliance requirements including, but not limited to,Group Compliance Policies and Procedures (AML & CTF, Sanctions Policy, Data Protection Policy, Fraud ControlPolicy, Whistle Blowing Policy, Conflict of Interest and Insider Dealing Policy). Understand and effectively perform your role under the Three Lines of Defence principle to identify measure,monitor, manage and report risks. Ensure systematic good outcomes for clients in accordance with Conduct Risk policy. Support the framework of RCSA, KRI, Incident reporting and remediation, as appropriate, in accordance with theOperational Risk Management requirements. Maintain appropriate knowledge to ensure full qualification to undertake the role. Complete all mandatory training provided by the Bank, attain, and maintain the required levels of competence. Attend mandatory (internal and external) seminars as instructed by the Bank. Other: Ensure high standards of data protection and confidentiality to safeguard commercially sensitive information. Maintaining utmost confidentiality concerning customer and internal bank information obtained during the courseof business and provide such information on a need to know basis only to Senior Management of QNB, Audit andCompliance functions, and relevant Regulators. Maintain high professional standards to uphold QNB's reputation and to strengthen its market leadership position. All other ad hoc duties/activities related to QNB that management might request from time to time. Ensure high standards of data protection and confidentiality to safeguard commercially sensitive information. Maintaining utmost confidentiality concerning customer and internal bank information obtained during the courseof business and provide such information on a need to know basis only to Senior Management of QNB, Audit andCompliance functions, and relevant Regulators. Maintain high professional standards to uphold QNB's reputation and to strengthen its market leadership position. All other ad hoc duties/activities related to QNB that management might request from time to time.Education And Experience Requirements Bachelor degree University Graduate/preferred with a Major in Human Resources, Business or related discipline. At least 12 years’ experience in human resources preferably with a Gulf or International Bank entailingresponsibilities of Talent Management, Assessment and Development; Leadership Development and SuccessionPlanning; Career Planning and Development.Note: you will be required to attach the following:Resume/CVCopy of Passport or QID Copy of Education Certificate