Business Manager to Chief HR Officer

ING’s purpose is to empower people to stay a step ahead in life and in business. Our strategy is built around our purpose and growing the difference for people and the planet. In a world that’s constantly changing, we’re digital and sustainability pioneers, adept at adapting to the trends impacting our business. It is important that the Human Resources department can help ING to deliver the strategy. In order to do so, our Human Resources team, via the enabling priority ‘unlocking our people’s full potential’, focuses on three pillars:

Talent & Leadership: attracting, developing and retaining the right fit-for-future talents and skills we need to grow the difference. Culture & Organisation: driving a diverse & inclusive environment where our people can thrive as we meet business, technological, and workforce shifts. Employee Experience: delivering a superior employee experience to unlock our people��s time and energy to grow the difference.

Job Overview

Within the Global Human Resources department, the role of the Business Manager supports the Chief Human Resources Officer (CHRO) ING Group and ING Bank and the Global HR Management Team to deliver on the enabling priority/HR strategy. The purpose of the role is to contribute towards the development and implementation of the HR strategy, to draw up, execute, guarantee, monitor and improve internal end-to-end business processes, to drive key (cross-departmental) projects and deliverables and to act as a linking pin for other business units so as to enable effective and efficient operations. The position directly reports to the CHRO and is based in Amsterdam, the Netherlands.

Roles and responsibilties

• Sparring partner, sounding board and troubleshooter to CHRO for management of HR function and its deliverables across all topics.

• Coordinating appointment and departure processes, succession planning and annual suitability processes for key senior positions across ING.

• Coordinating, in close cooperation with Corporate Affairs, the HR topics on the Management Banking Board (MBB) / Supervisory Board (SB) (subcommittee) agendas. In parallel, collaborating with teams across HR and outside HR on the HR topics delivery with responsibilities ranging from content ownership/development to quality/governance/regulatory control.

• Acting as gate keeper from a content and process control perspective in line with internal and external standards, processes, guidelines, regulations and laws.

• Driving key HR projects and deliverables in collaboration with CoEs, People Services and HRBPs.

• HR representative in cross-functional workings groups and projects across a range of topics.

• Ownership and/or monitoring of various HR non-financial risk policies/processes.

• Supporting the Global Head of HR Strategy & Analytics in advising and supporting the CHRO in developing the HR strategy and preparing plans to deliver priorities and monitoring progress on HR strategy, projects and activities.

• Together with HR for HR and the HR management team ensure best practices around performance management and talent management are applied within HR to ensure a high-performance and fit-for-future HR workforce.

• Working closely together with the Global HR Communications Manager on internal and external communication.

• Suggesting and implementing improvements to HR processes and ways of working, acting as a linking pin with other departments.

• Identifying opportunities for optimisation, innovation, and the organisational effectiveness of the HR team and its management processes.

• Supporting relevant stakeholders in preparing and monitoring FTEs and budget at a global level and Head Office level.

• Preparing the HR management team meetings, responsible for agenda input, drafting minutes, setting up and monitoring action plans.

How to succeed

You have a solid understanding of the drivers of the ING business, the internal Human Resources function and external Human Resources trends. You have a consultancy style, the professionalism to work with senior management, and can work both independently and as part of a team.

• You have exceptional HR program ownership and execution capabilities with a high level of attention to detail.

• You are able to set priorities in a fast-paced environment and escalate issues in a timely manner.

• You know how to make complex analyses and you anticipate short term opportunities and challenges.

• You make connections between current events and corporate strategy or the longer-term vision.

• You have experience in using data to make informed decisions.