Human Resources Director -Banking

• Lead the bank’s people strategy across workforce planning, talent acquisition, performance, succession, employee relations, compensation, and organizational development. • Partner with executive leadership to align HR priorities with business growth, regulatory requirements, culture, and operational performance. • Oversee HR governance, policy compliance, and audit readiness within a regulated banking environment. • Drive leadership development, retention, engagement, and change management initiatives across the organization. Key responsibilities • Develop and execute the overall HR strategy in line with business goals and workforce plans. • Advise senior leadership on organization design, headcount planning, succession pipelines, and talent risk. • Lead hiring strategy for critical and regulated roles, ensuring quality, speed, and stakeholder alignment. • Manage performance management, learning and development, employee engagement, and retention programs. • Ensure compliance with labor law, internal HR policies, banking controls, and audit standards. • Oversee compensation, benefits, grading, and reward structures to support competitiveness and fairness. • Handle sensitive employee relations matters, investigations, disciplinary actions, and conflict resolution with discretion. • Use HR analytics and reporting to track attrition, headcount, productivity, and talent trends for decision-making. • Lead and develop the HR team to maintain high service quality and continuous improvement. Candidate profile • Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; Master’s degree or HR certification preferred. • 12+ years of progressive HR experience, including at least 5 years in a senior HR leadership role within banking, financial services, or another regulated environment. • Strong understanding of HR strategy, governance, compliance, and employment practices. • Proven experience in leadership hiring, succession planning, organization design, and performance management. • Strong executive presence with the ability to influence C-level stakeholders and business leaders. • Excellent communication, leadership, analytical, and change management skills. Show more Show less

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; Master’s degree or HR certification preferred. 12+ years of progressive HR experience, including at least 5 years in a senior HR leadership role within banking, financial services, or another regulated environment. Strong understanding of HR strategy, governance, compliance, and employment practices. Proven experience in leadership hiring, succession planning, organization design, and performance management. Strong executive presence with the ability to influence C-level stakeholders and business leaders. Excellent communication, leadership, analytical, and change management skills.

Lead the bank’s people strategy across workforce planning, talent acquisition, performance, succession, employee relations, compensation, and organizational development. Partner with executive leadership to align HR priorities with business growth, regulatory requirements, culture, and operational performance. Oversee HR governance, policy compliance, and audit readiness within a regulated banking environment. Drive leadership development, retention, engagement, and change management initiatives across the organization. Develop and execute the overall HR strategy in line with business goals and workforce plans. Advise senior leadership on organization design, headcount planning, succession pipelines, and talent risk. Lead hiring strategy for critical and regulated roles, ensuring quality, speed, and stakeholder alignment. Manage performance management, learning and development, employee engagement, and retention programs. Ensure compliance with labor law, internal HR policies, banking controls, and audit standards. Oversee compensation, benefits, grading, and reward structures to support competitiveness and fairness. Handle sensitive employee relations matters, investigations, disciplinary actions, and conflict resolution with discretion. Use HR analytics and reporting to track attrition, headcount, productivity, and talent trends for decision-making. Lead and develop the HR team to maintain high service quality and continuous improvement.