Lead for Talent and Learning

OVERALL FUNCTION

This function is a part of Global HR’s Center of Expertise for Talent & Learning. This is a group of HR experts who design and improve people programs and processes and are for ensuring ING has access to the best new and existing HR tools, processes and initiatives.

This function is expected to enable business strategy with the most effective people solutions, working closely with the HR Business Partners and People Services in delivering the People Vision of “Building the capability and engagement of everyone in ING, for them to deliver on the purpose and the strategy of the bank”.

The CoE Expert ensures that HR and the business have access to best-in-class HR processes, tools and initiatives. Key activities include, amongst others:

conducts market research and monitor trends within own area of expertise,
designs the global strategy in own area of expertise,
develops global policies, processes and products (solutions) in own area of expertise
ensures implementation of global solutions in own area of expertise
monitors effectiveness and contribution to business success of people solutions
provides expert advice and guidance to the organization in own area of expertise
Informs and educates HR Business Partners and People Services on solutions

KEY ACCOUNTABILITIES & RESULT AREAS

Apply Thought Leadership

Demonstrates and expands expertise within own area as well as look for innovations outside the own area of expertise that might lead to new opportunities.

Understand the markets and industry

Continuously builds knowledge on industry trends and market opportunities and constraints (e.g. future banking skills, local labor trends, …)
Understands the implications of wider market and industry dynamics on own area of expertise
Uses data, reports and analytics to outline the implications and impact of industry trends on own area of expertise.

Deepen knowledge in own area of expertise

Continuously builds knowledge and skills to develop the craftsmanship in own area of expertise; (i.e. by building an external network)
Identifies (elements of) next practices from outside and determines how these can be applied to ING
Uses data, reports and analytics to demonstrate the evolutions and impact of next practices within own area of expertise

Act as subject matter expert

Acts as subject matter expert in own area of expertise, demonstrating that expertise internally as well as externally
Demonstrates how different 'levers' in own area of expertise (e.g. leadership) could impact business performance
Defines priorities for own area of expertise with the HR leadership team

Design, build, implement and own people solutions that meet business needs

Design sustainable people solutions that meet business needs

Uses data, reports and analytics to identify business needs that require people solutions
Designs globally consistent and sustainable people solutions such as global policies, guidelines, toolkits and End-2-End processes, including the required documentation
Seeks input from HRBP, People Services and other CoEs to understand the implications of people solutions on employee experience
Chooses for each people solution the appropriate level of standardisation while balancing with the need for compliance to local regulatory requirements

Build sustainable people solutions that meet business needs

Defines a project plan incl. milestones, deliverables and resource planning and leads the project to build the designed solution
Identifies and involves the right stakeholders (e.g. HRBP's and People Services) in order to drive the change effectively

Produce and implement sustainable people solutions

Designs realistic implementation plans of new people solutions or changes to existing people solutions
Drives implementation of new people solutions
Demonstrates value of people solutions by using data, reports and analytics
Identifies training and communication needs for the business and translates them into training solutions in collaboration with other CoEs and People Services

Monitor, refine and adapt sustainable people solutions

Develops and implements measures to assess the impact of individual people solutions and drives continuous improvements based on data and analytics
Changes the range of people solutions to react to emerging needs and/or retire people solutions that are no longer generating value or meeting business needs

Build capabilities of HRBPs and People Services

Shares expertise with HRBPs and People Services to enable them to support the business strategy

Enables HRBPs and People Services to build the craftsmanship of their function.
Shares expert insights in trends and upcoming solutions with HRBPs and People Services for them to deliver the people vision to the business
Demonstrates to HRBPs and People Services how they contribute to the effectiveness of the people solutions
Identifies training needs and development areas for HRBPs and People Services and translates them into training solutions
Creates and shares supporting materials for the HRBPs and People Services for them to maximize the impact of the people solution.

Collaborate to successfully convey the HR service delivery model

Involve HRBPs and People Services in creating new and improving existing people solutions with the goal to effectively meet business needs
Creates and maintains a roadmap with deliverables and timings of own people solutions and with the HR organisation, to allow for alignment and a coordinated roll-out towards the business
Actively seeks feedback from (the business via) HRBPs, People Services and other CoEs to amend and further develop people solutions
Shares expertise with People Services, other CoEs and HRBPs to design and build the most effective people solutions

Required Competencies

Recognized expertise in one or two HR areas.
Outside looking mindset: closely following trends and innovations in and outside the financial industry as well as throughout the area of expertise.
Affinity with numbers and data and a good understanding on how data analysis and reporting support building better people solutions.
Project and/or programme management skills that enable translating a vision into a tangible delivery plan that leads to workable business solutions.
Strong relationship skills; ability to build rapport with stakeholders from different cultural backgrounds, geographies and at varying levels of seniority.
The ability to contribute at a global level while working in virtual teams.
Practical experience of building strong relationships with third party vendors in area of expertise.
Excellent written and orally communication skills in order to bring a compelling story and engage stakeholders on new or existing people solutions.
Deep understanding of the HR service delivery model (Ulrich model) and how collaboration across functions is key in delivering value to the business.

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