Chief People Officer (CPO)

Job Description

Title: Chief People Officer (CPO)

Company Name: Al-Arafah Islami Bank PLC

Vacancy: --

Age: At most 55 years

Job Location: Dhaka

Salary: --

Experience:

• At least 15 years
• The applicants should have experience in the following business area(s): Banks

• Postgraduation or Master`s degree preferably in Economics, Finance or Business Administration from any UGC approved local or reputable foreign universities with no third class or equivalent in any certification. Diploma in HRM, CHRMP, CHRG, PGDHRM or any other professional degree holders or certified HR professionals will get the preference.

• At least 15 years
• The applicants should have experience in the following business area(s): Banks

• Age At most 55 years

• Minimum 15 years of banking experience with a mix of minimum 3 years` experience in senior HR Managerial and Leadership role, preferably as CHRO, CPO, Deputy CHRO or Head of HRD.

• Age Limit: Not exceeding 55 years as of the application deadline.

Al-Arafah Islami Bank PLC (AIBPLC), a leading Shariah-based Islamic financial institution in Bangladesh, is committed to excellence, innovation and sustainable growth. We believe our people are our greatest asset, and we are looking for a visionary HR leader to shape the future of our workforce, AIBPLC invites applications from suitably qualified, experienced and competent professionals for the position of Chief People Officer (CPO).

Job Context

• The Bank is looking for a competent Human Resources Professional who will play a crucial role in shaping the organization`s human resources strategy and ensuring compliance with laws, rules and regulations.

Job Grade: EVP-SEVP

Job Responsibilities

The CPO will be directly reporting to the Managing Director & CEO of the Bank and will be responsible to perform the following key responsibilities:

• Strategic HR Leadership: Develop and implement HR policies that align with the bank`s business objectives. The CPO will work hand in hand with the executive leadership team to ensure that the bank`s workforce is agile, highly skilled, and aligned with both immediate operational priorities and future growth strategies

• Talent Acquisition, Management & Manpower Budgeting: Overseeing recruitment, onboarding, and retention strategies to attract top talent and ensure the implementation of Competency Development Program to create succession and build Talent Management Pipeline. Preparing short & long term Manpower forecast and HR Budget to translate the quantifiable headcount requirements and directing recruitment activities for ensuring that the best candidates are selected for each role.

• Employee Relations & Compliance: Ensuring adherence to labor laws, banking regulations, and ethical HR practices and serving as the primary point of contact for employee relations matters, addressing conflicts, grievances, and disciplinary issues.

• Performance Management & Organizational Development: Design and execute appraisal systems to enhance employee

• productivity and develop strategies to foster a strong, service-oriented culture to ensure continuous learning and skill enhancement throughout the organization.

• Training & Development: Conducting Training Needs Analysis (TNA) to ensure employees remain skilled and support leadership development programs to build a pipeline of future bank leaders.

• Compensation & Benefits: Develop and manage competitive compensation and benefits programs to attract, retain, and motivate talent by overseeing payroll and other benefits administration to ensure accuracy and timeliness and reviewing in regular intervals.

• HR Operations & Systems: Manage HR processes, automation, and reporting for efficiency in day to day HR services provided to the employees and stakeholders.

• People Engagement & Culture: Foster a positive work environment and drive employee engagement programs and enhancing external branding image through Job Fair participation, Internship Programs, provide guest lecturers in career programs and sponsor relevant programs.

• HR Analytics & Reporting: Lead HR analytics and reporting efforts, providing insights that guide decision-making and enhance HR processes. Ensure that data-driven decisions align with organizational goals.

• Operational Excellence & HR Transformation: Beyond strategic planning, the CPO is also tasked with ensuring that HR operations are efficient and modernized. This might involve leveraging technology to automate routine HR processes, streamlining operations and implementing data-driven decision-making practices.