Position Purpose
Ensuring effective implementation of the Bank's HR strategy, strengthening corporate culture and supporting continuous development of human resources potential. The Deputy HR Director will play a key role in shaping HR policy, strengthening the employer brand and modernizing HR processes using digital solutions. This role covers strategic areas in recruitment, training and development, employee performance management and employee wellbeing, while ensuring compliance with labor laws and developing the corporate culture. Acting as a strategic partner to senior management, the Deputy HR Director will contribute to effective workforce planning, leadership development.
Duties & Responsibilities
- Participate in shaping HR strategy: Create and implement a comprehensive HR strategy in line with the mission and strategic goals of the CBU. Advise senior management on human capital issues, ensuring its sustainable development.
- Workforce Planning: Identify future workforce needs by analyzing competency gaps and implementing training and development programs. Ensure HR development strategies are aligned with current financial and technology market trends.
- Organizational Development and Transformation Processes: Strategically lead changes in the Bank's organizational structure, workforce planning and flexibility. Implement HR digital transformation, leadership development and cultural change programs, minimizing employee resistance.
- Employer brand and talent attraction: Strengthen the Bank's HR brand to attract and retain the best talent. Apply digital recruiting tools, collaborate with educational institutions and strengthen the Bank's reputation in the labor market.
- Talent management: Develop a talent management system at all stages: from workforce planning and recruitment to adaptation and training. Facilitate the formation of future leaders through succession programs and the development of promising employees.
- Training and Development: Create a culture of learning throughout the entire career by designing and implementing effective professional development programs. Provide employees with the necessary knowledge in financial regulation, digital innovation, leadership competencies and soft skills. Strengthen mentoring and internal training programs. Form strategic partnerships with universities and other educational institutions in Uzbekistan.
- Performance and remuneration: Introduction and development of employee performance management systems (KPI / OKR) that foster a culture of responsibility and high standards of work. Ensuring a transparent incentive system, competitive salaries and benefits packages to attract and retain the best talent.
- HR Business Partnering and HR Management: Build a robust HRBP model to support the business units in addressing HR issues. Ensure a comfortable work environment by balancing company goals with employee satisfaction.
- Optimize HR processes: Improve HR processes by implementing digital solutions (HRIS, ATS, LMS, etc.), ensuring transparency and increasing efficiency. Develop a culture of data-driven decision-making through HR analytical tools and HR metrics.
- Compliance with labor legislation: control of compliance of internal regulations with the requirements of the legislation of the Republic of Uzbekistan, international standards and best HR practices. Minimize legal risks through the development and implementation of effective corporate governance systems and ethical HR policies.
Requirements
Education & Qualification
- Higher education in the field of human resources management, psychology, management or other related fields.
- Additional education or professional certification in HR (CIPD, SHRM, PHR/SPHR) will be a significant advantage.
Experience
- Experience in HR: At least 10 years of experience in HR management in large organizations (1000+ employees) or international companies.
- In management positions: At least 3 years of experience in leading HR teams or areas, including strategic planning and budget management.
- Experience in developing and implementing HR strategy, building and optimizing HR processes, including the formation of corporate culture and performance management system.
Core competencies
- Deep knowledge of labor code of Uzbekistan and modern HR practices.
- Experience in designing and implementing Performance Management (KPI, OKR), motivation and remuneration systems.
- Successful experience in process automation and implementation of digital HR tools (HRIS, ATS, LMS, etc.).
- Advanced HR analytics skills: ability to work with indicators, generate reports and prepare analytical recommendations.
- Advanced talent management skills, including recruitment, onboarding, development and retention of key employees.
- Expertise in change management and crisis management.
Personal qualities and soft skills
- Leadership skills and strategic thinking: ability to inspire and guide the team, make decisions with long-term goals in mind.
- Excellent communication and negotiation skills: ability to interact effectively with management, internal and external stakeholders.
- High level of emotional intelligence: ability to listen, understand employees' motivation and maintain a positive climate in the team.
- Results-oriented: striving to achieve high performance indicators and continuous improvement of processes.
- Ability to multitask: ability to prioritize, focus on key tasks and respond quickly to changes in the environment.
Language
- Fluency in the Uzbek and English.
- Knowledge of Russian is desirable.
Why is this position attractive?
- Strategic role: the opportunity to influence the formation and development of the HR function in one of the key institutions of the country.
- Large-scale tasks: work in a multifunctional team with projects affecting the entire organization.
- Expertise development: access to international best practices, opportunity to practically implement transformation initiatives.
