Learning & Talent Development Expert @ing Bank
hace 3 semanas
Discover ING Bank Romania
ING believes in a world where everyone has the right to grow and progress in their own way. We express this in our global tagline, “do your thing”. Perhaps more than in any other large company, we extend our belief in the power of autonomy to our own people. But there’s a catch. In return for great freedom, we expect people to do great things for our customers, our stakeholders, and ING at large.
To work here is to be surrounded by people who are energetic, ambitious, friendly and respectful: talented specialists who take the responsibility and autonomy to make great things happen. We stay curious, thrive on change, and seek new and better ways to make it happen. Active in Romania for 30 years, ING Bank pioneered and challenged the local banking industry. Technology and innovation are at the core of what we do, making our products relevant for our customers’ lives and businesses.
ING Bank Romania is the only bank with an organic growth within the top 10 local banks by assets, without acquisitions of client portfolios or other banks. ING Bank Romania is an universal bank with more than 1.8 million customers from three business segments: individuals (retail), SME and Mid-Corporate companies and Wholesale Banking.
Join us
Mission
We are seeking a dynamic L&D Expert to join our team, specializing in both talent management and coordinating leadership development programs. As a key member of our HR and Learning & Development team, you will play a crucial role in identifying, nurturing, and developing the skills and capabilities of our workforce.
Your day to day
Talent Management:
- Design and implement talent management strategies to attract, retain, and develop high-performing individuals.
- Collaborate with HRPS and Business Leaders to conduct talent assessments, succession planning, and skill gap analyses.
- Foster a culture of continuous learning and professional development for ING’s talent pool, as follows:
- onboarding and orientation, performance reviews and feedback, identify high-potential employees and initiate development discussions, skill development and training (regularly assess skill gaps and training needs through employee surveys and performance data; design and deliver targeted training programs to address identified areas for improvement), succession planning (work with leadership to identify key positions and potential successors; implement succession planning initiatives, ensuring a pipeline of talent for critical roles), employee engagement (develop initiatives to enhance employee engagement and job satisfaction; monitor employee feedback and address concerns to retain top talent), career development planning (facilitate career development discussions between employees and managers; create pathways for career advancement and skill diversification)
Leadership Development:
- Develop and execute leadership development programs aligned with organizational goals.
- Identify leadership competencies and create tailored development plans for leaders at various levels.
- Facilitate workshops, training sessions, and coaching to enhance leadership skills.
- Implementing Leadership Journeys:
- Needs Assessment: conduct a thorough assessment of current leadership capabilities and future organizational needs; identify key leadership competencies essential for success.
- Program Design: develop a comprehensive leadership journey framework, outlining key milestones and development stages; align the program with the organization's strategic goals and values.
- Launch and Awareness: introduce the leadership journeys program to all employees, emphasizing its importance; communicate the benefits and expected outcomes to foster enthusiasm and engagement.
- Training and Development Modules: roll out leadership development modules covering various competencies; incorporate workshops, coaching, and experiential learning opportunities.
- Feedback and Iteration: collect feedback from participants to assess the effectiveness of the leadership journey. Use data to iterate and enhance program components for continuous improvement.
- Recognition and Milestones: recognize and celebrate leadership achievements and milestones. Encourage a culture of continuous learning and development.
- Monitoring and Evaluation: Establish metrics to measure the impact of the leadership journey on organizational goals. Regularly evaluate the program's success and adjust strategies as needed.
Collaboration:
- Work closely with cross-functional teams to understand specific skill requirements and organizational needs.
- Collaborate with external partners, industry experts, and training providers to enhance learning initiatives.
Program Coordination:
- Manage the end-to-end coordination of leadership development programs, ensuring seamless execution.
- Monitor program effectiveness through metrics and feedback, making data-driven improvements.
- Oversee the creation of learning materials
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