Head of Growth & Careers

The global Growth & Careers team enables ING’s business strategy by facilitating the growth and development of our people, ensuring they - and ING - are resilient and future-proof. This is achieved through shaping a first-class employee experience related to career development, by providing employees access to engaging, effective career management tools, and the opportunity to develop a more diverse portfolio of skills. Activating and future-proofing our workforce is how we execute our strategy, requiring us to equip our people – through upskilling, reskilling, internal mobility – with the skills and capabilities they need to meet the evolving requirements of our business.

This is a brand new role with a tremendous opportunity for an experienced and creative development professional to really make their mark.

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 Growth & Careers, you will be working closely with Talent & Leadership and Diversity, Inclusion, & Belonging and leading a team of direct reports (6), functional reports and key partners (totally over 100 people) to align and deliver on key priorities, ensuring the team has the operating model, processes and capabilities to deliver greatest value to the business.

Specific Responsibilities

• Lead the development of our ING career philosophy and “offer” for employees. Shape a first-class employee experience related to career development, by providing employees access to engaging, effective career management tools, and the opportunity to develop a more diverse portfolio of skills.

• Lead the development and implementation of strategic solutions to upskill and reskill at scale as business needs change. Guide our investment in skill development by articulating and prioritising the skills we need to achieve our business strategy and where in the organization these skills are most needed; targeting specific cohorts where upskilling or reskilling is required; and establishing creative and scalable approaches to close current and future skills gaps across the organization.

• Lead the team to design, implement and equip the organization to effectively use a talent marketplace approach in Workday to enhance internal visibility of career paths, access to project-based work across the organization and access to coaching and mentoring. Develop a highly collaborative and productive partnership with our People Services team, IT and other key stakeholders and create a structured plan to drive progress.

• Lead the creation of highly engaging internal marketing and engagement approaches (in partnership with Global Communications) to build internal awareness of growth and career opportunities.

• Provide input to the Head of Learning and Learning team as they create, implement, measure and continuously improve an ambitious learning strategy, create a seamless learning experience and design and deliver fresh and relevant content. The Head of Learning also has responsibility to align and equip functional reports (for Learning) and domain-specific Academies to deliver on key priorities, ensuring the team has the operating model, processes and capabilities to succeed.

• Working closely with the Talent & Leadership team, create and implement tailored development approaches for key talent segments, deploying the full range of development strategies (formal and informal).

• Lead the implementation of a robust assessment and measurement strategy to effectively, reliably and consistently gauge employee development; identify skills gaps through assessment (a mix of self-, manager and peer assessment) and applied analytics.

• Ensure the team builds the infrastructure – tools, technology, vendors and partners - to enable, measure, and continuously improve the development ecosystem and leverages this infrastructure for maximum business impact.

• Coach, guide and operate as trusted advisor to senior leaders, including MBB and HRDs, on skills and career development.

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 the plan.

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

• Thrives in complexity and operates with resourcefulness . Develops insights from data, makes sense of complex information and creates a path forward. Learns through well-considered experimentation when tackling new problems. Coaches the team to try new ways to find the best solutions for the business.

• 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.

• Builds high performing teams. The ability to lead people – through direct reporting lines, matrixed reporting lines and influence – to achieve clear goals. Recognises and leverages complementary strengths across the team. Encourages and expects stretch and growth. Inherent in this is the ability to provide an inclusive workplace 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.