Head of Talent & Leadership

The global Talent & Leadership team is accountable for the identification, attraction and management of key talent segments and building a robust pipeline of diverse, global ING leaders for our future. This role leads a core and extended team to implement proactive talent management that includes increasing the visibility of the talent we have, nurturing potential, and managing risk by retaining talent with skillsets that are specialist, in high demand and of critical importance to the resilience and performance of our business.

The Head of Talent & Leadership partners closely with the Global Head of Talent & Learning in developing the strategic talent agenda for the organization. The role has combined accountability for talent acquisition strategy and talent management, including the design, delivery, measurement and continuous improvement of talent processes. The role and team also owns leadership development.

The team

The Talent & Learning Community of Expertise is part of the global HR team at ING. Our job is to ensure ING can attract, develop, engage and retain the talent required for business performance. As the Head of Talent & Leadership, you will be working closely with Growth & Careers and Diversity, Inclusion, & Belonging and leading a team of direct reports (6) and global functional/dotted line reports (approx. 15).

Specific Responsibilities

• Translate business strategy into talent requirements and identify and manage key talent segments. Own the strategy for global talent acquisition, talent identification and assessment, and leadership development. Enable and empower leadership with the talent data, analysis and intelligence to drive impactful strategic decisions.

• Lead the revamping of our approaches to talent identification, including building scalable, data-driven and engaging talent processes that leverage our Workday capabilities and provide talent insights to the business. Shape the ongoing development and effective use of our Workday talent modules.

• Create and deliver a talent acquisition strategy that allows ING to attract and hire key talent segments. Lead development and delivery of a strong and attractive global employer brand (in partnership with Employer Brand) that positions ING as an employer of choice for all potential employees, with tailored approaches where needed for scarce talent.

• Review and evolve ING's approaches to leadership development, including senior leaders and potential leadership successors. Lead the team to evaluate where we are and ensure we equip our leaders to rise to the business and people challenges required to deliver our strategy. Apply appropriate solutions to build and enhance leadership bench strength, including blended learning programmes with stretch assignments, coaching, and continuous opportunities for leadership development—all relying heavily on data, evidence, and science-based approaches.

• Measure the effectiveness of leadership development programmes and ensure they're accessible across our global footprint.

• Provide input and partnership to the Lead and team who develop and manage our International Talent Programme, as they evolve our Early Careers approach in line with business needs. The programme is a key source of new talent with hard-to-find skills.

• Partner closely with the Growth & Careers team and HRBPs to ensure targeted and effective development strategies are in place for all other agreed key talent segments.

• Build talent data to allow insights and enable action-oriented conversations with stakeholders around retention and development of key talent. Provide expert consultancy to HRDs and senior management teams on domain-specific talent challenges. Coach, guide and operate as trusted advisor to senior leaders, including MBB and HRDs, on talent acquisition, talent identification and assessment and leadership development.

• In partnership with the Diversity, Inclusion & Belonging team, integrate systemic bias mitigation strategies throughout all talent processes, and equip the organization to implement these consistently and measure their impact.

• In partnership with HR Business Partners, lead executive recruitment and ING’s Leadership Appointment Process. Oversee management and executive assessment approaches and for development and selection.

• Lead the development and global implementation of an onboarding framework for employees globally, to deliver an exemplary experience for new joiners and accelerate proficiency and connection.

The Ideal Candidate

Core qualifications include:

• Sets strategy and develops and drives end-to-end implementation to achieve it. Ability to articulate a compelling vision, translate it into executable strategy and inspire and drive cross-functional teams to deliver against clear and measurable outcomes.

• Data savvy. Ability to translate data and analytics to develop insights, tell stories, drive decisions and measure impact.

• Proven ability to translate external and internal trends into innovative, business-relevant solutions that get real results. Ability to combine knowledge of business and the marketplace with highly credible talent expertise to advance the organization's goals. Constantly learns and innovates, while applying a "filter" to trends and gimmicks.

• Structured, credible and compelling communication. Ability to provide talent insights in business language and influence business leaders, including MBB.

• Builds alignment and accountability. Holds self and others accountable to meet commitments, creates alignment, measures performance against goals, anticipates and balances the needs of multiple stakeholders. Strong collaborative focus, partnering with HRDs, People Analytics, Talent & Leadership, People Services, IT and other key stakeholders to deliver integrated solutions.

• Leads high performing teams . The ability to lead people – through direct reporting lines, matrixed/functional reporting lines and influence - to achieve clear goals. Inherent in this is the ability to create an inclusive team environment that fosters the development of others and facilitates cooperation and teamwork.

Rewards and benefits

We want to make sure that it’s possible for you to strike the right balance between your career and your private life and reward our people with a generous benefits offer and employment conditions.

Questions?

Contact Merle Steggink (HRBP), merle.steggink@ing.com for more information about this role. Want to apply directly? Please upload your CV and motivation letter by clicking the “Apply” button.