Deputy Head of HR

Deputy Head of Human ResourcesOverviewOur client is a leading financial institution seeking an experienced Deputy Head of Human Resources to support the delivery of its people strategy and contribute to the continued development of a high-performing, engaged and customer-focused workforce.

Reporting to the Head of Human Resources, the successful candidate will play a key leadership role across the full spectrum of HR activities, partnering with senior business leaders to deliver strategic people initiatives while ensuring operational excellence.

This role requires a well-rounded HR leader with broad experience across talent management, organisational development, performance management, employee engagement, reward, workforce planning and HR operations.

The Deputy Head of Human Resources will also act as a trusted advisor to executive management, driving organisational effectiveness, leadership capability and employee experience while ensuring compliance with all applicable employment legislation and regulatory requirements.

Key Responsibilities

• Strategic HR Leadership
• Support the development and execution of the Human Resources strategy in alignment with the bank's business objectives.
• Partner with executive management and business leaders to provide strategic HR advice and solutions.
• Deputise for the Head of Human Resources when required.
• Drive continuous improvement across the HR function through innovation, process optimisation and digital transformation.
• Talent Management
• Lead talent management initiatives including succession planning, talent reviews and high-potential development programmes.
• Develop strategies to attract, retain and develop key talent across the organisation.
• Support executive succession planning and leadership pipeline development.
• Promote internal mobility and career development opportunities.
• Performance Management
• Lead the design, implementation and continuous enhancement of the bank's performance management framework.
• Ensure effective objective setting, performance reviews and calibration processes.
• Partner with business leaders to improve organisational performance and accountability.
• Support performance improvement initiatives and leadership coaching.
• Learning & Leadership Development
• Oversee leadership development programmes designed to strengthen management capability.
• Develop learning strategies aligned with future workforce requirements.
• Promote a culture of continuous learning and professional development.
• Evaluate the effectiveness of learning interventions using measurable outcomes.
• Organisational Development & Change
• Support organisational design and workforce transformation initiatives.
• Lead change management programmes associated with business transformation.
• Drive initiatives to improve organisational effectiveness and productivity.
• Promote a high-performance culture aligned with the organisation's values.
• Employee Engagement & Culture
• Lead employee engagement initiatives and analyse engagement survey results.
• Develop action plans to improve employee satisfaction, retention and wellbeing.
• Support initiatives that strengthen organisational culture and employee experience.
• Champion diversity, inclusion and equal opportunity across the organisation.
• Compensation, Benefits & Workforce Planning
• Support the development and implementation of competitive reward and recognition programmes.
• Partner with Finance and business leaders on workforce planning and budgeting.
• Monitor market trends to ensure competitive compensation practices.
• Contribute to job evaluation and grading initiatives.HR Operations & Governance
• Ensure efficient delivery of HR operations, policies and employee services.
• Maintain compliance with employment legislation, regulatory requirements and internal governance standards.
• Review and update HR policies and procedures in line with best practice.
• Support HR technology initiatives and continuous process improvement.
• Employee Relations
• Provide guidance on complex employee relations matters.
• Support investigations, disciplinary processes and grievance resolution.
• Ensure fair, consistent and legally compliant people practices.
• Promote positive employee relations and effective conflict resolution.
• People Analytics & Reporting
• Develop HR dashboards and management reporting.
• Analyse workforce data to identify trends and support strategic decision-making.
• Monitor key HR metrics including turnover, engagement, diversity and talent development.
• Present insights and recommendations to senior leadership.
• Stakeholder Management
• Build strong relationships with senior executives and business leaders.
• Collaborate with Risk, Compliance, Finance and other corporate functions.
• Foster a collaborative and customer-focused HR function.
• Represent Human Resources on cross-functional strategic initiatives.

Candidate Profile

The successful candidate will demonstrate:

Extensive experience across the full Human Resources lifecycle within a regulated environment.

Strong expertise in talent management, performance management and organisational development.

Experience partnering with senior executives on strategic workforce initiatives.

Broad knowledge of compensation, employee engagement, leadership development and HR operations.

Strong understanding of employment legislation and HR governance.

Excellent leadership, communication and stakeholder management skills.

Proven ability to lead organisational change and transformation programmes.

Strong analytical and problem-solving capabilities.

Preferred Experience

Senior Human Resources leadership experience within banking, financial services or another highly regulated industry.

Experience supporting executive committees and senior leadership teams.

Demonstrated success implementing talent, performance and organisational development frameworks.

Experience leading HR transformation and digital HR initiatives.

Exposure to workforce planning, succession planning and leadership development at an enterprise level.