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Vice President/ Assistant Vice President, Workforce Transformation - Singapur, Singapore - OCBC Bank
Description
Vice President/ Assistant Vice President, Workforce Transformation D6 )Description
About Us
At OCBC, our greatest pride is seeing our people succeed. The Learning and Transformation team at OCBC Campus contributes to this goal by pulling together the best minds to inspire a future ready workforce, while building a culture where our people learn and thrive to reach their potential.
With the aim to leave no one behind as OCBC grows and transforms, we focus on equipping employees with the necessary skills and competencies so they can be their best in their current and future roles.
The Role
The aspirational goal of Workforce Transformation is to build a future-ready and high-performing workforce with the capability to deliver Group strategic outcomes through:
· Empowering workforce mobility by matching skills and aspirations to current and future business needs.
· Stewarding our human capital competitiveness to optimise workforce investments.
We are looking for someone passionate in People Growth and Mobility to join the OCBC Learning and Transformation team. More importantly, you will be meaningfully engaged and play a part in driving opportunities and shaping the people growth and mobility culture across OCBC Group.
Reporting to the Head of Workforce Transformation, you will support the implementation of workforce transformation initiatives to support the Bank's strategic imperatives, business objectives, and our commitment to people development and career growth.
1. Enhance Skills-Based Workforce Mobility and Organisational Agility
§ Drive skills-based internal workforce mobility and career growth opportunities through an AI-powered internal Opportunity Marketplace, in partnership with internal and external stakeholders.
§ Support the development of necessary policies and processes related to skills-based workforce mobility and growth.
§ Collaborate with respective Group HR teams, Business divisions, and external ecosystem partners to enable a skills-based recruitment, onboarding, learning, career growth and mobility, engagement, and retention across the employee life cycle.
2. Workforce Skills Analytics, Research and Insights
We need a data-driven approach to inform our workforce strategies, including reskilling/upskilling programmes, career development, and talent management at scale. You will:
§ Lead the design and development of a skills framework and architecture across key employee journey experience touchpoints and derive meaningful data insights and foresight in areas of workforce capabilities, rising and declining skills, to uplift organisational agility and future-readiness.
§ Establish and grow our research insights, thought leadership and ecosystem partnerships in the domain of skills-based strategic workforce planning, growth, and mobility, leveraging internal/external data and informed by best-in-class Workforce Transformation and HR trends.
3. Develop and Drive Communications & Engagement Efforts
To encourage skills-based people growth and mobility at scale, we need to adopt new ways of working and thinking about career development and progression. Change management is key. You will:
§ Develop and drive engagement & outreach initiatives to support the move towards a skills-based people development approach and enhancing organisational mobility.
§ Develop communication material/ information kits for the HR programmes/ activities to convey desired messages clearly and effectively to the targeted audience.
§ Identify potential advocates (e.g., academics, subject matter experts, industry leaders, partner agencies) to help drive buy-in for workforce transformation in the bank.
§ Identify and suggest appropriate channels to hear the ground, enable a better understanding of the stakeholders' feedback and concerns.
You may also be tasked to participate in assignments that support Group HR, OCBC Campus or organisation-wide initiatives.
Qualifications
Key Competencies & Traits
§ Ability to work effectively with stakeholders, possessing strong communication skills (written and verbal) to engage and influence stakeholders of all levels of seniority.
§ Enjoy experimenting with ideas while managing risks and managing the potential impact on existing systems/processes.
§ Project management skills in planning and managing projects to meet desired outcomes; and ensure alignment of project to business objectives within agreed parameters of cost, schedule and scope covering development, implementation and/or maintenance.
§ Strong business acumen and the ability to connect current and anticipated business challenges with workforce initiatives.
§ Tech and data savviness - comfortable with data visualisation and analytics tools (e.g., Excel, Tableau, PowerBI) with the ability to distil data into insights for decision making. Proficient in MS Office, in particular Excel and PowerPoint.
§ Systems thinking - ability to connect the dots to develop a deeper appreciation of key issues and exercising good judgement to provide sound recommendations.
§ Is an agile learner and self-starter, thrives on fast-paced and dynamic work.
§ Comfortable working in both business-as-usual environment as well as new areas of work that does not have clearly defined scope.
Professional Experiences
§ You have relevant HR, People and Culture Experience and expertise in operationalising skills-based strategic workforce planning, design of job/skills architecture, skills-based people technology platforms, career mobility and development, and transferable skills in research, learning and development.
§ You have had exposure to business-focused HR functions, with a good understanding of the impact and synergies between various HR processes (e.g., recruitment, talent management, performance management).
§ Familiarity with National Skills Frameworks and relevant qualifications and/or certifications (e.g., workforce/skills analytics, workforce transformation, organisational development, IHRP, change management and communications, programme design and execution, marketing) would be advantageous.
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