Director, Capability Development - Corporate Banking

Job Purpose
The job holder is responsible for collaborating with stakeholders to build Overall Development Plan (ODP -including Capability construct and Learning roadmap); identify capability development needs, design and develop capability development solutions; plan, manage budget amd organize implementation of capability development solutions for frontline in order to fulfil requirements of the Division and Techcombank's strategy.
Key Accountabilities
Strategy and planning:
- Build capability development strategy to close the gap for frontline managers, sales force and support functions of Division
Business and operation management
1.1. Capability Development Management:
- Engage business stakeholders and partners to identify capability development needs, build and manage Overall Development Plan (including Capability Construct and Learning Roadmap) for all Retail frontline positions
- Manages impact assessment and readiness for initiatives/ other strategy changes related to the Overall Development Plan.(e.g:new products, new service model, changes in policies/ legal regulations, etc.). Manage change implementation.
- Build và manage planning, budget và financial management.
1.2. Capability development solution Design và Development:
- Define and validate learning objectives and outlines, learning assets, approach and evaluation parameters
- Create learning assets, leveraging standardized templates and asset development parameters for wide range of assets
- Managing Projects: Engages stakeholders to manage development of new (or revision of) learning asset(including managing vendors, if applicable
1.3. Capability development solution Implementation and Evaluation:
- Manage implementation of training/ facilitation/ coaching activities, as well as post-training evaluation model/process/ tools/ system
PEOPLE MANAGEMENT
- Oversee human resources planning and execution (headcount and costs) of their function/ sub- function
- Attract, onboard and retain the right talents for a high- performing team
- Establish and communicate sub- function/ function and individual KRAs/ KPIs, goals, action plan, expectations and results to reporting line
- Manage sub- function/ function performance and provide feedback regularly (following the annual performance management cycle)
- Define team's capability requirements and enable team member's professional and personal development through capability assessment, training, coaching and feedback, mentoring, etc.
- Motivate and recognize team members' contributions towards the team's shared goals
- Responsible for developing talents within the function/ sub- function
- Act as a role model and promote corporate culture at function/ sub- function level
- Understand and communicate relevant HR offerings to team members.
Corporate Culture:
- Ensuring the management at the unit in accordance with 3 principles: fairness, transparency and respect
- Make sure to be a role model in building corporate culture
- Ensure the correct and full implementation of organizational culture implementation plans, make sure staff understand and apply consistently organizational cultural values, behavioral standards.
- Perform other related tasks as requested