Purpose of Job

This role creates and implements the Learning & development strategy for the Bank, derived from the overarching Talent Management strategy and the Bank’s business strategy, and leads the design of innovative learning solutions and OD interventions to build the necessary leadership, technical and core behavioural skills in the workforce and create a strong internal talent pipeline.

Accountabilities & Responsibilities

• Regular and ongoing engagement with senior stakeholders to analyse the Bank’s overall business strategy and its components (e.g. new products, approaches, sectors or geographies) in order to develop the learning strategy in support of short- and long-term business needs.
• Providing subject matter expertise to senior stakeholders and business leaders to identify competency gaps and opportunities to improve organisational performance through a wide repertoire of modern talent development solutions.Leading and managing the Learning & development team to support Bank-wide organisational development projects and to develop and deliver an engaging blended learning approach through innovative solutions using technology, programmes, materials and tools.
• Aligning tools to the Bank processes, procedures, policies, performance standards and measurements to ensure these are fully integrated.
• Working collaboratively with Talent Management and within the People strategy and with HRBPs to design and implement development solutions using the output from talent review, succession planning discussions, and Talent review requirements such as High Potential programmes and cultural behaviour/competencies to address gaps and build capability and experience.
• Develop and implement the tools and processes for HRBP’s and business leaders to understand and capture career aspirations and development plans for employees.
• Support talent reviews in collaboration with the Talent Management team, HRBP’s and business leaders to ensure development needs are captured and development investment decisions are made with the fullest information and with optimum impact for the business.
• Working collaboratively with HRIS to manage the Learning Management Systems and project manage and implement a talent management module that supports the requirements of the business.
• Introducing measures and processes to monitor the effectiveness of all learning and development interventions.
• Evolving the management and leadership curriculum to ensure continuous improvement and alignment to best practices in support of developing the future leaders of the Bank.
• Coaching senior leaders in the Bank and promoting a coaching culture through various learning interventions.
• Selecting, appointing and managing third-party vendors, managing supplier relationships and ensuring vendor performance attains service level agreements and value for money.
• Role modelling the Bank’s core values and engage in the Bank’s modernisation programme.Ensuring relevant aspects of the modernisation programme feature in learning interventions and the core values pervade personal skills learning interventions.
• Managing the Talent Development budget, dedicated mainly to the design and introduction of new learning solutions, to ensure effective learning and development solutions for value for money.
• Reviewing the vehicles for learning interventions conveyed to HQ and the Resident Office employees and determining the optimal delivery model (e.g. regional learning centres, an EBRD academy, a web zone/on-line communities).
• Directly accountable for the engagement, learning and performance management, coaching and development of staff, with Head of the department.
• Champion and role model the Bank’s Behavioural Competencies and Corporate Behaviours, ensuring adherence within the team(s) so that the highest standards of integrity and ethical conduct are exhibited at all times.

Knowledge, Skills, Experience & Qualifications

• Bachelor’s Degree (Business Studies, Psychology, HR or other relevant academic subject matter) plus an advanced professional qualification in learning and development desirable or suitable relevant experience.
• Postgraduate qualification in learning/talent-related subject desirable.
• Significant knowledge of learning and development talent management and succession planning and experience of defining and delivering the talent development agenda.The ability to provide strategic direction leadership.
• Proven experience of developing a talent development strategy in alignment with the future needs of a business.
• Leading and managing a talent development function in an international organisation.
• Substantial evidence of designing, delivering and commissioning learning solutions within a customer service-driven environment.
• Substantial experience of utilising competency evaluation frameworks.
• Experience in applying management and leadership development and organisational development tools.
• A combination of creative talent development ability with strong commercial acumen whilst demonstrating confidence and credibility to manage relationships with a variety of stakeholders.
• The ability to think and act strategically and pragmatically, and demonstrate good judgement in order to balance the needs of the business and the employees.
• Financial and commercial acumen to ensure that the learning and development budgets are used wisely and that business cases are well constructed.
• Strong oral and written communication and presentation skills.
• Coaching and facilitation skills.