VP, Workforce Transformation, Organisation Development, Group Human Resources Permanent

The VP, 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, and our commitment to people development in the face of a rapidly transforming landscape. He / she will have a good grasp of the human capital, business and macro-economic landscape in order to be a trusted partner and a credible advisor to other HR functions, business units and other key stakeholders including government agencies, to identify workforce and organisational development needs, and recommend solutions.
As an expert in the domain of workforce transformation, he / she will lead, manage or participate in all workforce transformation initiatives and be involved across the program life cycles from scoping and formulating objectives to ensure they align with OCBC workforce transformation outcomes, implementation partnership with internal and external stakeholders. He / She will lead/participate in new assignments/projects that support the continuous alignment of human capital and corporate strategies both locally and 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
• Understand the business strategy and determine its implications on the workforce.
• Recommend HR strategies as a result of workforce implications of business strategy and ensure that workforce requirements are fulfilled and both business and employees interests are maintained.
• 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.

Skills Frameworks Integration
• Present and communicate with impact and empathy through clarity in messages, and engaging audience through active listening and inquiry.
• Establish relationships with senior leaders to build trust and understand their needs.
• Leverage Skills Maps of the Skills Frameworks to contextualize OCBC Comptency Framework