The Country HR Officer (CHRO) manages multiple teams through other managers. In-depth understanding of how own sub-function contributes to achieving the objectives of the function. A good understanding of the industry, direct competitors' products and services, is also necessary in order to contribute to the commercial objectives of the business. Requires thorough understanding of strategic direction of the function within the relevant part of the business, combined with a solid conceptual/practical grounding in both the function and/or area of expertise and related subject areas. Excellent communication skills required in order to negotiate internally, often at a senior level. Some external communication/negotiation may be necessary. Responsible for executing functional strategy in area managed. Defines approach to implementing functional strategy. Accountable for end results, budgeting, planning, policy formulation and contribution to future strategy of the area(s). Impact reflects size of team managed, strategic influence on the business and interaction with other functions or businesses. Full management responsibility for multiple teams, including management of people, budget and planning, to include duties such as performance evaluation, compensation, hiring, disciplinary actions and terminations and budget approval. May be doing involved or responsible for diverse (cross-discipline) activities.
Responsibilities:
Provides for a broad range of HR consulting services to client groups within organizations located in a specific country, including advice on staffing (senior and new talent acquisition), managing talent (assessment, development and redeployment), compensation processes, organization effectiveness (change management, leader effectiveness, performance management, coaching, organization design), employee engagement (communications, employee relations, facilitation of rewards and recognition, employee involvement) and change management to support constant transformation.
Applies expert knowledge of HR principles to lead resolution of key issues with impact on business segment and/or functional area.
Consults leadership in leveraging resources to ensure efficient delivery and implementation of all HR strategies and plans.
Partners with regional HR and business/functional leaders to assess and define the appropriate strategy, organization structure, and role design for business groups.
Creates, implements, and measures the effectiveness of initiatives that promote organizational / leadership capability.
Holds strategic responsibilities and effective leadership skills to enable/ensure appropriate staffing and organizational structures are in place.
Partners with the revenue areas to improve efficiency, effectiveness, productivity and/or control.
Appropriately assess risk when business decisions are made, demonstrating particular consideration for the firm's reputation and safeguarding Citigroup, its clients and assets, by driving compliance with applicable laws, rules and regulations, adhering to Policy, applying sound ethical judgment regarding personal behavior, conduct and business practices, and escalating, managing and reporting control issues with transparency, as well as effectively supervise the activity of others and create accountability with those who fail to maintain these standards.
Qualifications:
15+ years of experience, including 8-10+ years' managerial experience
Education:
Bachelors/University degree, Master’s degree preferred and managerial experience
This job description provides a high-level review of the types of work performed. Other job-related duties may be assigned as required.
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Job Family Group:
Human Resources-
Job Family:
Human Resources Management-
Time Type:
Full time-
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