Head of Talent & Learning

The Head of Talent & Learning will build and institutionalise an integrated talent and capability system covering:

• Talent Management (succession, leadership pipeline, critical roles)
• Learning & Capability Building (Sales, Risk, Functional Academies)
• Workforce Capability Planning (future skills, capability gaps)
• Leadership Development & Culture Integration

This role is accountable for transforming Talent & Learning into a disciplined, outcome-driven function that directly links:

• Capability building
• Business performance
• Leadership pipeline strength
• Workforce productivity

The role carries accountability for capability outcomes, including measurable improvement in productivity, leadership bench strength, and readiness for scale.

Talent Management & Succession Governance

• Build and institutionalize formal succession planning across critical roles
• Identify and manage high-potential talent pool (HiPo framework)
• Establish talent review governance (with ExCo participation)
• Ensure pipeline readiness for key leadership positions
• Monitor internal mobility and talent utilisation

Learning Strategy & Capability Build

• Design and implement enterprise learning strategy aligned to business priorities
• Build structured academies:
• Sales & Distribution (Retail / SME / Wealth)
• Risk & Credit Capability
• Leadership & Management
• Shift learning from “programmes” to capability outcomes
• Embed learning into day-to-day business execution

Workforce Capability Planning

• Identify critical capability gaps across the organisation
• Link workforce capability with business strategy (growth, transformation areas)
• Define capability build roadmap (12–24 months)
• Support organization design through capability insights

Learning Effectiveness & ROI Discipline

• Measure impact of learning on:
• Productivity
• Sales performance
• Risk quality
• Eliminate low-impact training programmes
• Institutionalise ROI measurement framework for all major interventions
• Align learning investments with measurable business outcomes

Leadership Development & Culture Integration

• Build structured leadership development pathways for:
• First-time managers
• Mid-level leaders
• Senior executives
• Support onboarding and cultural integration of senior hires (including expats)
• Reinforce leadership behaviours aligned with bank strategy
• Drive culture initiatives linked to performance and accountability