Secteur: banque / finance / assurances
Taille: Entre 200 et 500 employés
Bank ABC Tunisie est une Banque Internationale filiale du Groupe Bank ABC fondé en 1980 à Bahreïn, Leader sur son segment de marché. Le Groupe Bank ABC est présent dans la région MENA, en Europe, en Asie, aux Etats-Unis et au Brésil et fournit des produits financiers et des services innovants exhaustifs comprenant le financement des entreprises, le financement des opérations de commerce international, le financement de projets, les financements structurés, la levée de fonds sur les marchés de capitaux, les syndications bancaires, les produits de trésorerie et la finance islamique. Notre Groupepropose également des services bancaires aux particuliers en Tunisie, Jordanie, Egypte et Algérie. Bank ABC est présente en Tunsie sous un double statut : une entité Offshore opérationnelle depuis l’an 1993 et une Banque commerciale résidente opérationnelle depuis l’an 2000. «Etre une Banque Internationale Leader dans la Région MENA» est notre Vision Stratégique. Les 3 C’s « Client au centre de notre attention, Collaboration et Cohérence» sont nos Valeurs Universelles.
Description de l'annonce:
The Human Resources Development Manager works under the supervision of the Head of Human Resources to ensure that HR supports the Bank in a way that is constantly improving the development and effectiveness of the organization as this relates to its people.
The role requires strategic rather than reactive thinking, to ensure that each intervention builds sustainable long term change.
Under the supervision of the Head of Human Resources, you will be responsible for the following tasks:
Working on the following main axes: Employee engagement, diversity, HR policies, succession planning, board training, leadership development, training and development
Oversee sustainable action plans, with a view to positively impacting the performance of the Group.
Ensure that named successors have been appropriately screened and that realistic development plans are in place, as appropriate while managing employee’s career development process.
Ensure that appropriate training is in place for employees, that is complaint with regulatory expectations and good practice.
Implement new leadership development offerings that directly support the business strategy.
Create mobility programs and supporting policies, which are cost effective
Analyze training and development strategies in coordination with senior management, and line managers, by considering immediate and long-term skills requirements, with a group-wide focus.
Consider and monitor the costs of training and keep within budgets, as well as evaluating and assessing the return on investment.
Create, design and further improve a Graduate Program in order to cultivate future talents for challenging, rewarding professional careers within the Bank ABC group.
Establish, develop, and manage a training virtual interface.
Manage the recruitment process
Banking experience is highly recommended
Managing the training and career development manager and talent acquisition officer.
Minimum experience of 10 years in a wide range of HR training & development, Leadership Development activities & interventions
Education: Postgraduate an advantage or Certifications/ Qualifications in relevant areas such as psychometrics, or leadership coaching an advantage
Language: English is essential; French and Arabic are required
Outstanding interpersonal, relationship building and employee coaching skills.
Passionate and enthusiastic about delivering training and handling recruitment.
Tenacious approach to delivery and quality of output.
Professional, confidential, ethical and diplomatic attitude under all circumstances.
Open-minded, culturally sensitive, people-oriented, non-judgmental.
Knowledge, and hands-on experience of a wide range of HR Training & Development and Leadership Development activities & interventions.
Understanding of the importance of employee engagement, the factors that drive it, and how to effect positive change.
Understanding of how to align interventions to support strategy, and of how to assess the effectiveness of interventions.
Understanding of 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.