• 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) force 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 performance Leadership pipeline strength force 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 frame) 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 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 execution force Capability Planning: Identify critical capability gaps across the organisation Link force capability with 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 frame for all major interventions Align learning investments with measurable 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.

12–18 years experience in Talent Management, Learning, or LeadershipDevelopment Proven experience building structured talent and succession frames Experience designing large-scale learning or capability initiatives Strong understanding of: force capability development Leadership pipeline building performance linkage Ability to engage and influence senior stakeholders (ExCo level) Experience in banking or financial services preferred Strong execution discipline with ability to scale systems across the organisation