VP- HR Business Partner
Sumitomo Mitsui Banking Corporation (SMBC)
Total years of experience :16 years, 3 Months
Responsibilities:
Organisational Efectiveness:
• Proactively identify and address capability and structure need through strategic workforce planning and capability planning
• Optimize organizational structures through efective use of organisational design principles, in support of business requirements
• Proactively mitigate HR operational risk aligned to the banks risk appetite by ensuring appropriate process controls and monitoring in place, mitigating key person dependencies, identifying and addressing areas of critical capability gaps
• Support with HR Audits across the Emerging Markets ofices
• Actively participate in the HR transformation program and the HR systems design and implementation Business Transformation:
• Partner with the business to develop and drive an annual People Plan for customer groups
• Drive the delivery of HR employee lifecycle products across customer groups (e.g. compensation cycle, performance management cycle, talent reviews, succession planning)
• Develop and incorporate external HR insight into SMBC (e.g. regulatory and legal HR updates, HR networking best practice) Talent, Succession and Leadership:
• Manage succession risk and develop diverse talent by partnering with the business to drive the talent review, succession planning and promotions processes across customer groups
• Oversee recruitment activity across customer groups, to ensure diverse talent is entering the organisation
• Drive line manager capability, providing Executive and line management coaching in complex or performance related cases and the delivery of people processes
• Complete Learning Needs Analysis to identify and implement development priorities. Recruitment:
• Design, develop and execute full cycle recruitment plans and talent sourcing strategies to attract, select and recruit potential talents that will further drive the achievement of stafing goals as well as overall business objectives.
• Built a robust talent pipeline to meet the future needs of the organization by identifying, developing and stretching talent at every level. Performance and Reward:
• Drive a high-performance workplace by identifying and addressing performance diferentiation. This includes partnering with the business to drive the performance management cycle, facilitating performance calibration, addressing underperformance across customer groups and drive the annual salary and bonus review.
• Review and provide feedback to wider HR colleagues on benefit efectiveness and improvement opportunities. Culture:
• Partner with the business to drive the Diversity & Inclusion agenda and the outputs of the Culture and Employee Engagement surveys
• Partner with the business to drive the Wellbeing agenda and the Conduct agenda
• Partner with the central Policy team and manage employee relations cases HR Operations & HR Analytics:
• Medical and Life Insurance policies review and negotiating
• HR Vendors on-boarding and Vendor Relationship Management
• Payroll checking and processing
• Conduct HR data analysis and prepare reports for HR and business stakeholders
Responsibilities:
• Update all group policies configure them to each market to meet the local labour laws and ensure that they are deployed and implemented in each market.
• Coach leadership teams on people practices like high engagement and people management, thereby driving business performance.
• Develop the annual manpower and plan in coordination with the business leadership teams; manage interim and annual performance and reward appraisals.
• Analyze HR/business processes and provide recommendations on best practices for standardization and eficiencies in processes and ensure successful implementation of the same.
• Drive Agthias culture by creating a preferred workplace for employees and foster an environment where employee behavior is aligned to the group values
• Coordinated with Departmental Heads to understand their requirements and manpower needs.
• Ensure that the manpower budget is being implemented in each country without exceeding the budget and identify cost save opportunities.
• Audit International Business HR teams and prepare a comprehensive findings & mitigations report in line with group policies and best practices
• Develop a standard and comprehensive HR Due Diligence Reporting Standards & complete the required HR analysis and due diligence reports for new business acquisitions where HR risks, mitigations and optimization opportunities are identified.
• Monitor and manage diversity and attrition within the organization.
• Conduct a monthly HR review report with country HR to get all updates and progress reports.
· Collaborated with Business HR team on all products e.g. P3/My Voice/Talent Management to agree stakeholder engagement, drive functional strategies, processes and messages at the country level.
· Conducted programs and morale-boosting activities for employees to enhance their performance.
· Analyzed trends and metrics in partnership with other HR teams to develop and enhance solutions, processes and programs that address current problems and to avoid future ones.
· Reviewed and analyzed the HR operating model of Retail clients for cost efficiency and suggested improvements.
· Worked with the stakeholders throughout the business to further drive the people management agenda and support the achievement of the overall business goals
· Design, develop and execute full cycle recruitment plans and talent sourcing strategies to attract, select and recruit potential talents that will further drive the achievement of staffing goals as well as overall business objectives.
· Assisted line managers in configuring and deploying Group people policies and processes to drive engagement.
· Coached leadership teams on people practices like high engagement and people management, thereby driving business performance.
· Developed the annual manpower and recruitment plan in coordination with the business leadership teams; managed interim and annual performance and reward appraisals.
· Consistently provided accurate and regular feedback to line managers on the recruitment progress.
· Conducted interviews and shortlisted candidates for line managers & Heads of departments.
· Driven the Bank's culture in creating a 'preferred' workplace for employees and fostered an environment where employee behavior is aligned to the values
· Developed robust and transparent talent acquisition processes to select talented, high performing candidates to meet the current and future needs of the business.
· Searched and developed the most suitable recruitment partners and coordinated with universities, government agencies, and other relevant parties to ensure a quality pipeline of talent to meet current and future needs.
· Consistently ensured that recruitment managers have necessary skills to select candidates as per company policies.
· Conducted ongoing supply and demand analysis on current and future state staffing needs, accordingly developed and maintained annual headcount and recruitment plans in partnership with business leaders.
· Monitored and managed diversity and attrition within the organization.
• Collaborated with Business HR team on all products e.g. P3/My Voice/Talent Management to agree stakeholder engagement, drive functional strategies, processes and messages at the country level.
• Conducted programs and morale-boosting activities for employees to enhance their performance.
• Analyzed trends and metrics in partnership with other HR teams to develop and enhance solutions, processes and programs that address current problems and to avoid future ones.
• Reviewed and analyzed the HR operating model of Retail clients for cost eficiency and suggested improvements.
• Worked with the stakeholders throughout the business to further drive the people management agenda and support the achievement of the overall business goals
Responsibilities as HR Business Partner & Talent Acquisition Manager:
• Design, develop and execute full cycle recruitment plans and talent sourcing strategies to attract, select and recruit potential talents that will further drive the achievement of stafing goals as well as overall business objectives.
• Assisted line managers in configuring and deploying Group people policies and processes to drive engagement.
• Coached leadership teams on people practices like high engagement and people management, thereby driving business performance.
• Developed the annual manpower and recruitment plan in coordination with the business leadership teams; managed interim and annual performance and reward appraisals.
• Consistently provided accurate and regular feedback to line managers on the recruitment progress.
• Conducted interviews and shortlisted candidates for line managers & Heads of departments.
• Driven the Banks culture in creating a preferred workplace for employees and fostered an environment where employee behavior is aligned to the values
• Developed robust and transparent talent acquisition processes to select talented, high performing candidates to meet the current and future needs of the business.
• Searched and developed the most suitable recruitment partners and coordinated with universities, government agencies, and other relevant parties to ensure a quality pipeline of talent to meet current and future needs.
• Consistently ensured that recruitment managers have necessary skills to select candidates as per company policies.
• Conducted ongoing supply and demand analysis on current and future state stafing needs, accordingly developed and maintained annual headcount and recruitment plans in partnership with business leaders.
• Monitored and managed diversity and attrition within the organization.
Previous Assignments
• Recruitment Oficer, United Arab Shipping Company (UASC), Dubai, UAE (Apr 2011 - Jun 2012)