The AVP, Organisation Development will be part of a team to drive and implement workforce transformation initiatives to support the Bank’s strategic imperatives which include business goals, our commitment to people development in the face of a rapidly transforming landscape. He / she is responsible for consulting and partnering with other HR functions, business units and other key stakeholders including government agencies, to identify workforce and organisational development needs. As a specialist in the domain of workforce transformation, he / she will project-manage government workforce transformation initiatives and be involved across program life cycle from scoping and formulating objectives to ensure they align with OCBC workforce transformation outcomes, partnership with internal and external stakeholders, and management of related administrative policies and process. Lead/participate in new assignments/projects that support the continuous alignment of human capital and corporate strategies. He / she will support workforce transformation efforts regionally as and when required
Qualifications Workforce Transformation • Establish Career Development Frameworks and Career Lattices based on organizational, industry and national competency frameworks to support career development and talent mobility • Define and evaluate job roles against current and future workforce capability needs • Develop and implement workforce capability assessment methods, tools and processes • Drive Workforce Optimization strategies and programmes to identify and mobilise workforce to meet current and future organizational needs • Monitor the progress and evaluate the effectiveness of workforce transformation and change management interventions
Analytics and Insights • Develop insightful presentation derived from data analytics and HR metrics benchmarking using dashboards or data visualisation tools. • Keep abreast of local and global HR trends and developments to provide further benchmarking insights on data analysis outcomes. • Derive relevant insights from analysis and recommend enhancements to the organisation’s HR practices taking into consideration the business context and operating environment.
Relationships and Communication • Plan and execute communication activities using the appropriate channels/ tools for the targeted audience. • Develop communication material/ information kits for the HR programmes/ activities to convey desired messages clearly and effectively to the targeted audience. • Present and communicate with impact and empathy through clarity in messages, and engaging audience through active listening and inquiry. • Build trust (being a trusted advisor) through assisting key stakeholders in solving people related issues successfully.
Skills Frameworks Integration • Leverage Skill Maps of the Skills Frameworks to contextualize OCBC Comptency Framework • Review Job Profiles and Career Pathways with reference to Career Maps and Skills Maps of the Skills Framework • Plan organisation development interventions in accordance with Skills Maps of the Skills Frameworks