HUMAN RESOURCES MANAGER

Sektöründe Öncü Firma

HUMAN RESOURCES MANAGER

A prestigious role has arisen to lead the Human Resources team to support the design and delivery of business specific solutions for the related fields within the Company.

Reporting directly to the CEO, this position is responsible for setting strategic human resource direction; providing a perspective on growth and expansion; and supporting and sustaining Company’s culture as a great place to work.

This leader will be a digitally savvy, visionary leader of the HR function. The successful candidate will be a visionary change agent and will work collaboratively with senior leaders to innovate in the way the business engages with customers, partners and prospects. This is not the job of “status quo”. It is about reinvention and re-imagination, building a first-class organisation of existing and new talent with a leader who is curious about new frontiers and not afraid to explore the edge of what is possible.
 
QUALIFICATIONS REQUIRED:

• Bachelor’s degree from related field is required, a master’s or higher degree is a plus,
• Minimum 10 years of relevant HR  experience in a complex environment (not necessarily in a financial services), as evidenced by an established record of achievement. This experience must demonstrate progressively responsible positions culminating in a senior position with significant operational authority.
• Demonstrated business acumen and human resource functional knowledge to guide and support the development of HR strategies that will attract, develop and grow Bank and System talent.
• Experienced coach, negotiator and mentor.
• Able to see “big picture” and think strategically.  Define, direct and execute tactical work.  Deal with ambiguity and shift gears comfortably.  

İŞ TANIMI

KEY RESPONSIBILITIES:

Develop the Company’s Organizational Architecture and Culture

• Establish an analytical approach to HR management that incorporates the use of data and metrics to measure and monitor progress.
• Build organizational resilience to appropriately adapt and respond to changing work environments, new organizational demands, or prepare for the unknown.
• Create an HR culture that supports creativity and innovation while effectively helping and partnering with business lines to achieve key objectives, especially in areas such as performance management, compensation/benefits, and talent development, ensuring that the Company remains an attractive place for staff to work and grow.
• Bring outstanding leadership and experience to a complex organization, making sure that HR strategies, policies, practices, services, and programs work in a cohesive manner to address both the short and long-term needs of an evolving staff and recruitment pool.
• Visibly exhibit passion, enthusiasm and pride in the workplace such that others are inspired and engaged to achieve excellence and meet professional goals.

Lead the Recruitment Process

• Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals.
• Recruit, interview and recommend qualified employee candidates who can best contribute to the success and growth of the company.
• Manage and direct the HR team as well to do so and escalate employer brand to the highest possible and “demanded” instead of demanding position.
• Collaboratively responsible of employee terminations together with other functional leaders related.

Manage Talent and Develop Leaders

• Recruit and manage staff in a method that develops them into future leaders and maintains their enthusiasm and motivation throughout their career, all while supporting the Bank in its own strategic operation and growth goals.
• Identify talented staff at all levels of the Company to support a strong pipeline of future leaders interested in serving throughout management and senior management levels.
• Foster relationships outside of the Company to identify strong candidates who might be able to transition and contribute their skills to the organization.
• Develop talent and diversity at all levels so that succession plans can anticipate and respond to leadership vacancies or growth plans.
• Act as Assessment Center to create leadership and successors for the sustainability of Company.

Deploy System-Based HR Perspective

• Leads and participates in cross-functional teams to assist in developing and implementing strategies that support a “High Performance Organization” model.
• Acts as one of the project leaders for organizational and process redesign based on optimization rules, and comment on technological advantages that can be created for more efficient and effective Company, especially the area of HR information systems. 
• Comply and analyze Human Resources metrics, taking appropriate action when analysis warrants issues that may require change and/or further analysis.

Manage the Training Programs

• Manage the overall training program initiatives, regularly monitor the content and suggest the “next best action” for better organizational as well as personal development.