HR Assistant Vice President
BNP Paribas
Total years of experience :13 years, 4 Months
• Head the Hub HR Services.
• Formulate the HR BNP Paribas Group Services and create relevant policies, procedures and controls.
• Partnership with the Head of L&D to lead in creating and implementing the L&D strategy for Hub.
• Partner with Risk and Compliance to create, lead and implement a framework for Hub services
• Identify, reward, and retain top talent within various roles and functions, take the lead in
developing and implementing the talent management framework, Performance management, succession planning, career pathways "Leaders for Tomorrow", and recognition .
• Partner with Talent Acquisition head to develop and execute a talent acquisition strategy that
aligns with the bank's goals and objectives.
• Lead a team of HR services specialists and HR business partners, providing guidance, mentorship, and support to ensure high-quality practices.
• Collaborate with hiring managers and senior leaders to understand their talent needs and
develop targeted plans.
• Create and implement innovative sourcing strategies to develop a diverse pool of qualified candidates "Internal and external".
• Develop and implement HR strategies, policies, and programs that align with the bank's goals and promote a positive work culture.
• Oversee all aspects of the HR function, including recruitment, talent management, employee relations, HR analytics, HRIS, L&D and performance management.
• Ensure compliance with relevant labor laws, regulations, and company policies in all HR
practices.
• Maintained compliance in 3 states (CA, NY, NJ).
• Partner with senior management to provide strategic HR advice and support on organizational development, workforce planning, and change management initiatives.
• Lead the recruitment and selection process, including sourcing candidates, conducting interviews, and managing onboarding procedures.
• Stay up-to-date on industry trends and best practices in and make recommendations for continuous improvement.
• Develop and maintain L&D metrics and analytics to measure the effectiveness strategy and make data-driven decisions.
• Develop and implement training and development programs to enhance employee skills and
capabilities.
• Coordinate and Oversee with Employees Relation VP any employee relations issues, including conflict resolution, disciplinary actions, and performance improvement plans.
• Oversee the design and administration of compensation and benefits programs to attract and retain top talent.
• Worked with Department Heads on developing KPI's, clear management goals and devised
systems to track results to align with company goals.
• Develop and implement employee engagement initiatives to foster a positive and inclusive work environment.
• Member of the Executive Team, built consultative and collaborative & coaching relationships with Senior Leadership.
• Develop and implement a comprehensive long-term people and culture strategy that aligns with company objectives and delivers measurable value to all stakeholders.
• Create and execute performance management and compensation structures that effectively link individual and team performance to our set goals.
• Develop relationships with external organizations, universities, and industry professionals to expand the talent pool.
• Implement metrics to track recruitment effectiveness, including time-to-fill, cost-per-hire, quality-of-hire, etc.
• Stay current with HR trends, best practices, and legislation.
• Utilize innovative sourcing techniques to identify passive candidates and attract diverse candidates using various channels such as job boards, social media, networking events, and employee referrals.
• Recognize the company's enlistment needs, characterize goals, and work closely with the hiring managers to decide the foremost compelling contracting procedures.
• Monitor the performance of our recruiting programs using various KPIs, such as cost per hire, turnover rates, and time to hire.
• Instrumental in developing policies, procedures for recruitment, background check, training and performance & Talent development.
• Maintained and ensured company legal compliance with all local, state and federal laws, in addition to establishing organizational standards and policies.
• Developed, designed and implemented a compensation system, including job evaluation, performance review with scorecards, revised pay ranges and market assessment strategy for all employees/job titles (JAD code).
• Stay updated on HR best practices, industry trends, and changes in labor laws to ensure compliance and drive continuous improvement.
• Led the development of an organizational design that maximizes efficiency, promotes collaboration, and accelerates the achievement of strategic objectives.
• Offer comprehensive training and support to junior members whenever necessary
• Ensure positions descriptions are up-to-date and accurately reflect organizational and functional expectations, accuracy in duties.
• Reviews resumes against position requirements to help identify potential candidates.
• Assist and coordinate scheduling interviews via video, Skype, Zoom, Teams, or in person.
• Updating and organizing potentially confidential information related to offer letters, rotations, and resumes.
• Conduct calls with hiring managers to better understand their needs and match the right profiles to the job openings.
• Initiate background checks and reference checks.
• Data management including posting roles on career boards, and university campuses, and updating candidate records in the applicant tracking system.
• Assist in the new hire orientation training.
• Take ownership of the capability-building agenda by designing innovative learning pathways that foster creativity, enhance leadership skills, and facilitate career growth.
• Directed product development efforts using industry-specific tools to increase sales and overall company productivity.
• Supervised team duties related to decision support and business intelligence for business users.
• Led team of trainers to deliver in-house soft skills training.
• Collaborating with senior leadership to design training programs, including areas like leadership development and conflict resolution.
• Providing guidance and counseling to employees on personal development related to career planning and goal setting.
• Evaluate individual and organizational development needs by developing a strong L&D framework, and identifying career pathways and learning content.
• Asses the success of development plans and help employees make the most of learning opportunities.
• Developing and implementing a succession plan for key positions within the organization.
• Identifying and nurturing future leaders through development plans.
• Track budgets and negotiate contracts.
• Worked across many fields and sectors in HR to ensure that human resources programs support the long-term goals of an HR team by overseeing a variety of administrative programs and functions, and navigated the areas of customer service and employee development.
• Standardized and strengthened HR practice across the company, and set new processes for management and Heads of functions.
• Contributed to building the company's policies, training and development initiatives, employee engagement strategies, and talent acquisition success.
• Successfully managed various projects with a team of 12-15 people across the MENA region, resulting in a 20% increase in revenue.
• Computerized office activities, maintained customer communications, and tracked records through delivery.
• Entered and maintained departmental records in the company database.
• Collected, validated, and distributed information to employees.