Vertical Head – Organization Design and HCM Design and Planning

PURPOSE OF THE ROLE

A two-to-three-line statement outlining the objective or the reason for which the job exists.

Organization design (OD) aims to develop and maintain alignment of systems, structures, technology, processes, and people practices with the Bank’s purpose. OD shall provide the Bank with direction in (a) organization structure, and (b) workforce planning through building practices for continuous research, standardization, leveraging of resources, establishing performance measures, and extending guidance, governance, and subject-matter-expertise. HCM Design and Planning aims to ensure all HCM plans and processes are integrated and aligned within the Unit and with the Bank's objectives. Working closely with the HR teams, will serve as a central point for new ideas/projects, strategic planning, review, and decision-support for HCM.

KEY RESPONSIBILITIES & KPIS OF THE ROLE

These responsibilities are representative, and the role holder is also responsible for any other job assigned by the superior authorities from time to time. This section in not intended to be an exhaustive listing of all activities done by the role holder. It should capture only the key responsibilities of the role.

Metrics that are used to evaluate the success / performance of the role; specific targets do not need to be included as those would change from Y-o-Y.

Organization Design

1. Research internal and external environment to review the strategic choices and related issues in line with the evolving business priorities
2. Conduct organization diagnosis for all functions on a need/periodic basis to identify/establish reasons for organizational challenges
3. Plan and implement organization design initiatives to ensure that the various functions within the organization operate in a manner that contributes to organizational effectiveness
4. Develop and train stakeholders for using organization analysis and mapping tools and network analyses, to understand areas of improvement
5. # of diagnosis conducted
6. # of recommendations Proposed
7. Introduction of tools for planning and analysis
8. Benchmark reports/insights presented
9. Quality of guidelines/reports
10. Process Improvements

Workforce Planning

1. Research trends and disruptive changes to business models that may affect the current/future employment landscape. Identify possible skills gaps, new job roles, job reductions or displacements.
2. Build market intelligence to get outside-in view of how the Bank measures up against its peers
3. Review structure: spans, layers, job architecture, reporting lines, and people costs to monitor and find efficiencies
4. Review inputs (activities selected /designed to produce certain behavior and ways of working- for example, incentives) and recommend performance measures and interventions that could influence inputs, outputs and results.

Reporting and Governance

1. Publish periodic status and performance data
2. Set up governance framework, and guidelines for ensuring design/practices continuity

HCM Design and Planning

1. Drive HR transformation through building strategic directions for the function, developing capability, conducting benchmark studies, and improving processes continuously.
2. Identify and recommend solutions for improving people and processes.

OPERATING NETWORK

Key interactions which are essential to execute the role. This will include both internal (excluding sub-ordinates) and external stakeholders.

Internal

Business HR, Finance, Technology

External

Consultants, Vendors

ROLE PROFILE REQUIREMENTS

Minimum qualification which are essential to execute the role.

Education

Essential: Masters in Management/Social Sciences

Preferred: Certification in Compensation or Organization Design/Development

Experience

Essential: 12+ years’ experience in HR

Preferred: Experience in Banking/Financial Services

Competencies: A