assistant Vice President hr generalist sr (rohq - human resources professional services)Citigroup

Job Description
Citi, the world leading global bank, has approximately 200 million customer accounts and a presence in more than 160 countries and jurisdictions worldwide. Citi provides consumers, corporations, governments and institutions with a broad range of financial products and services, including consumer banking and credit, corporate and investment banking, securities brokerage, transaction services, and wealth management. Citi enables clients to achieve their strategic financial objectives by providing them with cutting-edge ideas, best-in-class products and solutions, and unparalleled access to capital and liquidity.
The Regional HR Generalist will partner with regional management teams to establish the delivery and regional coordination of the HR strategy for the HR function. Working alongside regional and global HRAs, they will act as a key coordinator to senior managers with regional populations on all HR related issues, tailoring and executing fully all aspects of the People Agenda.
They will also contribute to the building of organizational and leadership capability reflecting the business strategy. Where strategy is set globally, they will advise on how this can be executed within the region.
This role will cover the population across APAC, partnering with local specialists as required to deliver and execute.
Key Responsibilities:
Performance Management
Coordinate regionally the Performance Management approach in order to drive the strategic business plans
Communicate to the function the expectations and practices for performance management cycle.
Coordinate year end PM activities including calibration of performance ratings and preparation for year-end PM conversations. This would include appropriate participation in these sessions as agreed with HRAs (global or regional).
Partner with the function to regionally coordinate the in-country management of poor performers.
Facilitate discussion and solution for sensitive, complex and high risk poor performance issues.
Work with line managers to set goals for employees, perform reviews against goals, provide high quality feedback and link compensation to performance reviews for in country population.
Assist managers to address under performance and develop employees to grow into new roles.
Talent and Organizational Development
In partnership with HRAs, help the senior leaders define the Talent culture to support the regional Talent strategic plans.
Coordinate the annual talent process across the APAC region partnering with global HR teams, including upload of talent designations, the preparation of talent books and the tracking of talent actions.
Communicate to management the expectations and practices for the annual talent process.
Selection of appropriate candidates on Talent programs.
Participation in talent calibration meetings/discussions, providing regional advice on consistent application of talent designations and development solutions.
Coach senior business leaders to improve their individual leadership and management skills. Work with the senior leader to build capability in their team - with the individuals and the team as a collective.
Employee Relations, Policy and Ethics
Act as point of escalation on serious issues, partner with Legal on any ER issues that require a significant level of senior leadership involvement or with complex stakeholders across the region/globally.
Inform regional leadership, global/regional HRAs of issues and associated risk as appropriate as well as any themes that need to be addressed, subsequently developing approach to address.
Partner with management to maintain/improve a positive ER environment.
Advise line managers on opportunities and risks relating to management actions that may affect ER in country.
Perform exit management actions (resignations, retirement, sickness).
Liaising with ER team for policy clarification and exceptions.
Manage employee referrals to Occupational Health, feedback to managers (where appropriate), manage PHI process.
Provide proactive manager education to improve ER environment and mitigate risks.
Counsel employees on personal and work related issues that affect performance and foster policy understanding e.g. performance capability and individual consultations.
Restructuring/Organizational Design
Coordinate and advise on any regional restructuring and reengineering programs including RIF, redundancies, offshoring, acquisitions and divestitures.
Manage any senior management restructuring closely in partnership with global/regional HRAs.
Own the people related elements of regional restructuring.
Work with the regional or global analysts or regional or global HRAs to ensure all HR data associated is up to date and accurate and accessible when required, advise on and coordinate any regional data tasks.
Reward
Partner with global and regional compensation specialists and HRAs to lead an efficient and coordinated annual year end compensation process.
Ensure awareness of regulatory compensation requirements and processes across the region (e.g. Covered Employees).
Partner with compensation team to manage any ad-hoc compensation related challenges or initiatives such as C-levelling, Pay Equity and Market Data projects.
Talent Acquisition
Partner with Talent Acquisition partners to create the workforce plan/pipeline and review how the talent makeup & trends in the market impacts the plan.
Communicate approach to workforce planning and hiring across the region i.e. freezes, focuses, hot spots, diverse slates.
Partner with TA partners to ensure the self-service approval process is fit for purpose.
Partner with business leaders, regional and global HRAs on the resourcing of senior/critical regional hires including the structure of compensation, typically C15/C16.
Manage and advise upon any offers that have commitments or other regulatory/non-standard compensation.
Partner with Talent Acquisition, Compensation and line managers to ensure proposed compensation offers to candidates are compliant with regulatory, Citi and function requirements and participate in the approvals process.
Monitor recruiting data and metrics to identify trends and anticipate issues e.g. use of compensation commitments.
Interpret and implement in country workforce plan and integrate with replacement and opportunistic hiring.
Support managers to devise appropriate new-hire orientation and transition plans.
Facilitate internal career mobility discussions with employees and managers.
Learning and Culture
Provide a coordination approach regionally, in partnership with the regional Learning & Development (L&D) partner to senior leaders on L&D solutions.
Support the communication of the regional L&D offerings and priorities relevant to the function.
Facilitate appropriate development opportunities for targeted groups of the population or specific individuals.
Deliver coaching/interventions to build capability of the senior leader/leadership team.
Partner with HRA and managers regionally to ensure Culture programs are delivered and embedded within the function.
Provide support for team development.
Ensure appropriate on-boarding facilitated.
Diversity, Inclusion and Engagement
Partner regional/global HRAs to develop strategies to improve overall employee engagement and manager capability.
Partner with regional VOE coordinators and champions to ensure successful delivery of the VOE process.
Partner with leaders to interpret VOE data and other employee engagement metrics to inform the development and implementation of appropriate employee engagement strategy, initiatives and communications.
Ensure progress on Regional level Diversity and Inclusive Leadership goals.
Risk and Controls
Understands and proactively manages risk and compliance in respective area of responsibility.
Appropriately assesses risk/reward relationships when making business decisions.
Development Value:
The Regional HRPS Generalist role provides the opportunity for HR professionals to build extensive subject matter expertise and develop and implement people management strategies that support and drive delivery of the business strategy and plans.
Person Specification
Knowledge/Experience:
Ability to take a leadership position and apply strategic and tactical HR knowledge to provide strategic solutions to human capital problems.
Capability to customize or implement HR solutions to human capital problems in creative ways or to craft new HR solutions.
Develop and use metrics to make the business case for HR programs, to align HR strategy with corporate goals, and to assess and justify the performance of HR programs.
Skills & Competencies:
Delivery capability: strong execution mindset and comfortable covering transactional activities required for population.
Operational Excellence capabilities: process improvement mindset.
Business capabilities: commercial awareness, business acumen, client focus, aligning business and people strategies.
HR capabilities: employee relations, use of HR metrics, organization design, talent development, change management/delivery.
Consulting capabilities: innovation and creativity, negotiation, facilitation and coaching, impact, influencing and persuasiveness, trusted advisor, leadership, project management/delivery.
Qualifications:
5-8 years of relevant experience
Knowledge of applicable US Employment laws
Working knowledge of industry standards and practices
Proficient in Microsoft Office and PeopleSoft
Demonstrated analytical skills
Consistently demonstrates clear and concise written and verbal communication
Education:
Bachelor's degree/University degree or equivalent experience
This job description provides a high-level review of the types of work performed. Other job-related duties may be assigned as required.
Job Family Group: Human Resources
Job Family: HR Advisors & Generalist
Time Type: Full time
Citi is an equal opportunity and affirmative action employer.
Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Citigroup Inc. and its subsidiaries ("Citi") invite all qualified interested applicants to apply for career opportunities. If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review .
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Citigroup

Taguig City, Metro Manila
Permanent
Full-time