Head of HR

At ING, we believe all sustainable progress is driven by people with the imagination and determination to improve their future and the futures of those around them. For our Shared Service Centre, we are looking for a servant HR leader and role model to help lead this change. So, if you are looking for the work in a challenging environment, continue reading!

You will lead a team composed out of different expertise areas which have the same or related purpose and partners with the most senior management in the country to enhance their managerial capabilities and support their strategic people decisions, such as talent and succession planning, people development and team performance to enable business strategy and drive business results.

Key responsibilities:

• Partners with the business to deliver on the Business Strategy towards strong business outcomes
• Responsible for the development and implementation of an efficient local HR strategy for all the business lines represented in IBSS Slovakia based on the IBSS global HR strategy and ING Group strategy, in line with the business priorities, local and global policies, procedures in force.
• Is part of the IBSS Slovakia management team, local NFRC, other local steering committees & IBSS global HR community
• Acts as a partner for the IBSS Slovakia management team, providing support and advice on human resources topics
• Develops and contributes to the execution of a robust talent management practice, based on ING Group, IBSS strategy & approach; supports and facilitates the proactive implementation of career plans; facilitates the annual talent management process, together with the management team.
• Responsible of building, together with the management team, a robust and transparent performance management culture. Supports the management team in the performance evaluation process.
• Uses data, reports and analytics to identify opportunities and risks with regards to the performance process of IBSS Slovakia
• Promotes a reward policy (financial and non-financial) that ensures the level of competence needed to achieve the business priorities, to attract / retain competent resources, but also to address an inadequate level of performance. Proposes and carries out initiatives in the field of performance management; is actively involved in the annual salary review process (fixed and variable component), in close alignment and collaboration with the "Performance & Reward" CoE, providing support and advice to the management team.
• Together with the management team, builds the action plan necessary to address / increase the level of employee engagement.
• Creates with the management team the resource planning strategy (workforce planning) to optimally support the achievement of priorities and business strategy. Proposes appropriate actions to address the gap between the current situation and the desired one. Provides advice to the management team in the selection process for key positions.
• Pro-actively works with global stakeholders from ING Group & IBSS to understand and create together with the Recruitment team an adequate workforce planning to ensure the growth ambitions and the needed capabilities.
• Learning & Development: provides advice and support in defining the professional skills needed to achieve the business strategy, analysing the gap and proposing appropriate solutions, together with the "Talent & Learning" CoE; pro-actively builds together with the T&L CoE a strategy for the re-skilling or upskilling needs.
• Coaches managers when architecting the key work experiences and learning opportunities required for future leaders.
• Develops people to meet both their career goals and the organization's goals. Provides useful real-time coaching, development activities, and stretch assignments.
• Pro-actively takes measures to ensure the alignment with local legal requirements & global policies and procedures.
• Represents the Human Resources department in relation to the line of business served and other departments
• Advocates and role-models on change management best practices
• Ensures managers are considering the people aspects of organisational change and are enabled to manage change in a thorough and continuous way

Financial contributions:
• Life events (marriage/partnership, child birth/adoption, work anniversary)
• 3rd pillar retirement saving
• Life insurance
• Salary compensation during illness leave (PN)

Some others:
• Cafeteria benefits
• Extra holiday days
• Fresh fruit at the workplace
• Company events, teambuildings, etc.

In case of your interest, please, send us your CV in English by e-mail. We will respond only to selected candidates. Thank you.