HR Development Manager

Bank ABC Tunisia is reinforcing it's Human Resources Department with the recruitment of an HR Development Manager . The
HR Development Manager works under the supervision of the local Head of HR to
ensure that HR Department supports the Bank in a way that is constantly
improving the development and effectiveness of the organization as this relates
to its people. 1- Main Responsibilities: Under
the supervision of the local Head of HR, the HR Development manager will have
the following under their scope: - Employee Engagement Conduct and report appropriate employee engagement surveys, and
oversee sustainable action plans. - Diversity Implement a program of awareness, under the lead and guidance of
the local Head of HR with appropriate interventions to promote diversity,
impact the careers of local staff members and the performance of Bank ABC
Tunisia. This program will initially focus on gender diversity. - HR Policies Ensure that HR Policies are fit for purpose, as transparent as
possible, align with and support the Bank’s culture and values, and are legally
and regulatory compliant. As the process moves forward, report all policy status and updates
to the local Head of HR for approval. - Succession Planning Implement, refresh the succession planning process, and report all
observations and findings to the local Head of HR with a view to making it more
effective and also ensuring that it meets regulatory expectations. Help the local Head of HR to ensure that named successors have
been appropriately screened and that realistic development plans are in place,
as appropriate. - Board Training Help the local Head of HR Department to make sure that current
Board Members trainings are appropriate and comply with regulatory expectations
and good practice. - Leadership Development Assist the Local Head of HR in the creation of new leadership
development offerings that directly support the business strategy. Help build mobility programs and supporting policies following the
commands of the local Head of HR, to ensure cost effectiveness (i.e.
secondments for key talent). Link to succession planning as appropriate. - Training & Development Analyze training and development strategies in coordination with
line managers, by considering immediate and long-term skills requirements, with
a group-wide focus. Improve training and development programs based on the needs of
the organization and the individual – linking to succession planning as
appropriate. Report all findings and observations about the development and
implementation of all training to ensure that it supports business
strategy/requirements. Actively promote an open knowledge-sharing environment that builds
knowledge & skills for the benefit of the organization. Help manage an employee career development process that ties in
with succession planning. Consider and report the costs of training to keep them within
budgets, as well as assessing the return on investment. Improve the processes for selecting, contracting and monitoring
training providers, and capitalize on economies of scale. Improve the Management Trainee Program in order to cultivate
future talents for challenging, rewarding professional careers within the Bank. - Bank ABC Academy Develop and manage ABC Academy,
virtual or otherwise. - Recruitment Manage the recruitment process. Establish excellent working relationships with MANCOM, and Group
Heads of function, in particular, and work to ensure that they are receiving an
excellent HR service. Assisting them to drive change and to ensure that best practices are
being spread around the group. - Team Management Manage the Training and Career Development Officer and Talent
Acquisition Officer. Ensure the Back-up of the HR Operations Manager Consolidate the HR Development Team professional
skills to ensure a high level of multitasking knowledge of the Team. 2- Job Requirements: - Education: Master’s or Bachelor’s degree in Human Resources or any
relevant field. Certifications/ Qualifications in relevant areas such
as psychometrics, or leadership coaching are an advantage - Experience: 5 to 10 years of experience in HR. 5 years of experience designing and implementing
employee development programs. - Knowledge: - Understanding of the importance of
employee engagement, the factors that drive it, and how to create positive
change. - Understanding of how to align
interventions to support strategy, and of how to assess the effectiveness of
interventions. - Understanding of the succession planning,
diversity, links to recruitment and to other key HR areas. - Understanding and knowledge of strategic
recruitment - Understanding of HR Policies and how they can be
used to support and re-enforce desired organization culture, values and
behavior. Personal Attributes: - 
Outstanding
interpersonal, relationship building and employee coaching skills. - Passionate
and enthusiastic about delivering training. - Tenacious
approach to delivery and quality of output. - Professional,
confidential, ethical and diplomatic attitude under all circumstances. - Excellent
communication and interpersonal skills. - Open-minded,
culturally sensitive, people-oriented, non-judgmental. - English, Arabic and French speaking is an advantage.