Vice President HR Business Partnering and Digital Operations
Robi Axiata Limited
Total years of experience :18 years, 5 Months
Strategic consultancy to stakeholders and senior leadership on verity of enterprise solution from HR front.
Lead and develop the talent acquisition to a strategic level ensuring the speed of the business is matched.
Lead the front of digital operations.
Employee Relations.
Lead HR Business Partnering.
• Lead and manage the people management related issue at the Business units end and act as the performance improvement driver provoking positive.
• Lead strategic partnership and collaboration with line functions to create ground for acceptance & adoption of HR strategies by business units.
• Ensure and Implement the overall performance management system for employee development & organizational improvement.
• Lead the change management projects and manages the HR related internal communication.
• Evaluate and recommend job competency requirements for development, career progression & facilitate building up leadership ability.
• Design and Lead Succession plan implementation for Key Talents and Key job positions of Business Units to strengthened Talent Pipeline.
• Provide Strategic inputs to the Business unit for people planning and proposing new policies, process and procedure to achieve competency & organizational capabilities with periodical review.
• Provide strategic support to the central HR team to cascade down HR strategic initiatives and act as a single point of contact of HR to Business units.
• Lead and control effective and efficient Health, Safety & Environmental Management system for the employees, contractors and asset of Robi Axiata Limited in line with the group, global and as well as local legislative standards.
• Lead and Advice the business units on all employee relations matters and ensure successful resolution of all employee relations issues.
• Manage the strategic direction for compensation and benefits policy development and programs including variable/incentive pay, salary/merit planning & compensation budget cycles.
• Develop, recommend, and execute plans to address the business needs that will support Robi Axiata strategy and support the company’s business objectives.
• Monitor and analyze benchmark data, trend information, and economic projections to ensure Robi Axiata’s total rewards and compensation strategy maintain a competitive market position and responsive to the business needs.
• Provide leadership, professional development and direction to the total compensation and benefits team on matters such as job evaluations, promotional increases, total compensation assessments, process improvements, benefit assessments, evaluation of our programs, competitive benefit programs.
• Manage and maximize benefit and onboarding vendor relationships, and other external resources.
• Ensure compensation, benefits, policies, and pay-for-performance initiatives comply with legal, federal, state laws and regulatory requirements.
• Communicate and align programs to HR Business Partners, executives, management, and employees as required.
• Provide thought leadership across the business on major compensation and benefit initiatives linking programs to overall compensation philosophy, benefits philosophy, and corporate programs.
• Consolidate information and produce reports to be used for executive management decision making.
• Review compensation of external candidates and provide recommendations on new hire compensation packages.
• Manage system end information and changes ensure management of all HRIS (reach) data to ensure that all data is updated and mapped to 100% accuracy.
• Oversee Performance Management System and align all processes with company direction. Act as the power user for SAP REACH PMS module.
Country lead for rewards & benefits and performance management.
• Understand the business and departmental objectives and identify how HR can drive/support the achievement of these in partnership with the business. • Contribute to the development and support implementation of HR strategy (global/regional/business line/local). • Use human capital metrics to support the anticipation and identification of local trends, risks and needs within the business before they escalate and recommend solutions to HR leadership. • Support identification of talent pool candidates, promoting career development, coaching and development planning within the business. • Advocate and embed the use of key Learning products and validate learning content for suitability before it is delivered to the business. • Facilitate effective and consistent performance management and calibration and pay review discussions and negotiations within the business, supporting specific interventions and promoting compliant job evaluation. • Work with the business to develop and maintain a positive employee relations environment. • Support the Head of HR or senior HR Manager in senior band recruitment and in manpower planning discussions within the business, using Group frameworks.
" To coordinate and facilitate HR planning, finance, metrics and analytics for HR DAK, which align with Group imperatives and satisfy country and regional requirements on a consistent basis. " To coordinate and implement initiatives and relationships combine to increase shareholder value by furthering the contribution of HR to the business through in-depth knowledge of Human Capital, improved attraction, retention and engagement, and facilitating stronger business results " To coordinate and verify the HR Rolling Operating Plan (ROP) process for DAK " To coordinate and verify benchmarking of DAK HR performance internally within HSBC and externally where data exists. " To support standard Human Capital management (HCM) metrics for DAK that align with Group imperatives for reporting on the Group Management Board (GMB) dashboard, and that also provide country CEO and Top Management with consistent information to better inform business decisions. " To support HR Transformation System & Process to set up a Cognos desktop reporting tool, allowing HR and line management to interrogate people data without requiring PeopleSoft knowledge nor access to the GHRS database. " To support an HR analytics strategy, incorporating employee attitudinal segmentation and localised projects such as predictive modeling that offer business solutions in line with Group, regional and country strategies and priorities " To support obtaining buy-in from key stakeholders within HR, local businesses and functions and country CEO. " To support providing predictive modeling and other analytical insights to local businesses / functions within DAK in line with business priorities. Work directly with line and HR RM to ensure full understanding of insights and offer recommendations and solutions. " Ensure proper contingency plan is in place and are being followed (BCP). " Coordinate the HR Transformation Plan as per Target Operating Model (TOM).
Management Information System, Service Delivery (SD)
Duties & Responsibilities
Organize, control and evaluate the operation of Service Delivery.
Implement Business Process Review recommendations, utilizing tools such as Six Sigma & MI reporting.
Prepare and monitor Regional Operating Plan (ROP) for the department.
Coordinate Business Contingency Plan (BCP) for Service Delivery.
Coordinate UAT of new/up-gradation of existing banking software.
Coordinate CFMS (Customer Feedback Monitoring Program) for entire HSBC Bangladesh Ops.
Coordinator of Group Service Delivery (Hong Kong).
Ensure proper utilization of IT equipments and connectivity standard is met.
Foster team work, creating an environment which enables change and promotes customer service and business development performance assessed by tangible results and feedback from the businesses.
Cost management and budget monitoring.
FTE calculation.
Measure Operational Risk and comply with internal control issues.
Maintain HSBC internal control standards, including the timely implementation of internal and external audit points together with any issue raised by auditors.
Monitor and act as senior investigator for anti money laundering (AML) issues under compliance segment.
Transaction cost monitoring & control in line with compliance.
Coordinate and assist head of department (HOD), SD as and when required.
Minimize loss through value claims/processing errors.
Enhance staff retention and implement active Talent Management and ensure continuous development of succession plans.
Provide backup to all general banking operational segments mentioned below as segment head as and when required.
Remittance
Payment and Cash Mgt.
Institutional Banking.
Clearing for Dhaka, Sylhet & Chittagong
Anti Money Laundering Investigation
Management Information System, Service Delivery (SD)
Duties & Responsibilities
MIS group reporting.
Business Growth Trend Vs. Work Volume
Work Volume Vs. Man Power
Man Power Vs. FTE
ACO Error Rate Vs. Group Standard
Error Monitoring
Exception in SLA set by Group. Etc.
Outward/Inward Collection LCY/ FCY/ Cheque Purchase.
Provide backup duties as and when required, mainly in below listed operation segments,
Remittance
Payment and Cash Mgt.
Institutional Banking.
Clearing for Dhaka, Sylhet & Chittagong
Central Bank Payments & Fund Collection.
Up-Country Collection, Payments & Salary Processing.
Backup technical support provider for Hexagon & HSBCnet for day-to-day maintenance and troubleshooting.
Perform as Junior Anti Money Laundering Investigator.
Reconciliation
PROFESSIONAL TRAINING
Operation Risk Management (OpR)
Performance Management System.
Supervisory Management (SPM).
Customer Feedback Monitoring Program (CFMS).
Customer Activity Monitoring Program (CAMP).
HSBC Universal Banking System Front End 2.3.
HSBC Universal Banking System Query.
HSBC Universal Banking System (HUB Core 8).