Job Purpose As a strategic partner to the business, lead the organizational capability program design, delivery, evaluation and continuous improvement, in support of HR Group and EWB's overall vision and directions. Play a key thought leadership and influencing role to support organizational effectiveness, talent management and development as well as people engagement agenda. Foster trusted relationships with all levels of the organization, while keeping an ear on the ground and ensuring excellent stakeholder experience. Roles and Responsibilities Strategic Planning & Stakeholder Partnering - Partner with the OD Head and Business Unit Heads to align with organizational requirements with OD best practices around: objectives and key result areas, manpower management, talent management/development, and succession, change and continuous process improvement and people engagement Organizational Effectiveness - Lead the strategy planning and delivery of organizational review and design in active partnership with BU heads and leaders, Talent Acquisition , Learning & Development and other collaborator HR teams. Design the strategy and manage implementation, harmonization and cadence for update of job architecture in partnership with HR and BU Heads and leaders Career and Succession Management - Partner with the OD Head in the creation of strategy and framework on career and succession management, aimed at creating a ready bench of future talents to sustain continuing business efficiency. Partner with the L&D, BU Heads, leaders and Talent Review Committee on the review, assessment and profiling of talent competencies for next level development, design of Individual Development Plan, analysis of competency gaps and development requirements. Using data and insights on development intervention updates, identify improvement opportunities in the strategy and implementation. Deliver positive experience in people and talent development Engagement - Partner with L&D, BU Heads and leaders to create action and implementation plans that address culture building opportunities. Create a regular cadence for monitoring updates. Partner with Marketing in the conduct of employee engagement survey; analysis of strengths and opportunities for improvement, business-wide communication of results. Develop creative strategies to drive people engagement highlighting non-traditional systems which include community/corporate social responsibility activities, mental health programs, and events Continuous Process Improvement - Partner with the OD Head and all HR Teams in the creation of strategies to review and analyze current systems, policies and processes; identify gaps in delivery methods, to continually improve ways of working. Promote sustainability by standardizing and documenting key systems and processes to ensure that they are repeatable and auditable Educational Requirement Bachelor of Science in HR Management, Organizational Psychology, or equivalent credentials MBA or Advance Diploma in HR, a plus Certifications in behavioral or personality assessments, a plus Relevant Work Experience 5-7 years of experience in OD or Talent Management, 4 years of which in managerial role Banking experience, a plus Actual and active participation in change management, partnering and consultation with the business Key contributor who successfully developed, delivered, facilitated, analyzed, and measured: OD and talent management programs and interventions