Talent & Learning Specialist @ING Hubs RO

Discover ING Hubs Romania

ING Hubs Romania offers 130 services in software development, data management, non-financial risk & compliance, audit, and retail operations to 24 ING units worldwide, with the help of over 1700 high-performing engineers, risk, and operations professionals. 

We started out in 2015 as ING’s software development hub – a distinct entity from ING Bank Romania – then steadily expanded our range to include more services and competencies.

Now we provide borderless services with bank-wide capabilities and operate from two locations: Bucharest and Cluj-Napoca. 

Our tech capabilities remain the core of our business, with more than 1500 colleagues active in Data Management, Touchpoint Channels & Integration, Core Banking, and Global Products.

We enjoy a flexible way of working and a highly collaborative environment, where fair and constructive feedback is encouraged.  

For us, impact isn't a perk. It's the driver of our work.

We are guided and rewarded by a shared desire to make the world a better place, one innovative solution at a time. Our colleagues make it their job to do impactful things and they love doing it in good company. Do you? 

The Mission

Designs, builds, implements and coordinates people solutions in Talent & Learning area including Talent Management, Learning & Development and Management & Leadership Development programs.

Your day to day:

• Owning strong relationship skills to build a productive rapport with stakeholders from different cultural backgrounds, geographies and at varying levels of seniority;

• Partnering with local and global stakeholders, building effective working relationships and providing high-quality professional services to support in delivering business strategy and plans; Having practical experience of building strong relationships with third party vendors in own area of expertise;

• Engaging with HRBPs and department line managers to clarify short and long-term priorities for individual and team learning and development interventions;

• Having a data affinity and a good understanding on how data analysis and reporting support building better learning and development solutions; gathering relevant data on performance and current levels of competence to identify gaps in relation to required business outcomes;

• Designing and developing L&D programs for both leadership and individual contributor levels based on local needs and global frameworks;

• Managing the end-to-end training enrolment process and the Learning & Development budget consumption analysis;

• Curating and promoting relevant and high-quality content and learning resources to ensure high levels of learner engagement and achievement of organizational learning outcomes;

• Contributing to the design and delivery of Talent Development policies and processes: talent reviews and succession planning data analysis;

• Collecting and analysing data to support the development and review of Talent & Learning policies, processes, frameworks and tools to ensure compliance with both global and local design principles, internal policies, and external legal requirements; Providing specialist advice on the interpretation and application of policies and procedures, resolving queries and issues;

• Focusing on developing own capabilities by participating in assessment and development planning activities as well as formal and informal training;

• Maintaining an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading expertise related resources.

What you’ll bring to the team

• minimum 3 years’ experience in a Talent & Learning Specialist role or similar;

• Postgraduate (Master’s Degree) in Organizational or Social Psychology;

• great stakeholders management skills. For example, ensure that own efforts meet the needs and requirements of local and global stakeholders;

• ability to build partnerships and work collaboratively with others to meet shared objectives. For example, readily involve others to accomplish goals; stays in touch and shares information; discourages "us versus them" thinking and shows appreciation for others' ideas and input;

• ability to apply business and marketplace knowledge to advance the organization's goals. For example, clearly understand how own activities relate to critical business drivers. Monitoring business news and market changes for impact on the business or on own expertise area; uses this to shape and influence Learning & Development related decisions;

• excellent communications skills that convey a clear understanding of the unique needs of different audiences. For example, listens attentively and takes an interest. Keeps others well informed and engaged by presenting a compelling story and the “why” of new or existing learning solutions; conveys information clearly, concisely, and professionally when speaking or writing;

• ability to build strong relationships with learners in the organisation by practicing active listening and studying their feedback to improve their learning end-to-end learning experience;

• ability to hold self and others accountable to meet commitments. For example, accept responsibility for own work, both successes and failures;

• own a “get things done” attitude, together with a results and impact orientation, and continuous improvement focus. For example, uses metrics and benchmarks to monitor accuracy and quality. Take steps to make methods productive and efficient. Promptly and effectively address process breakdowns;

• have project and/or programme management skills that enable translating a vision into a tangible plan that leads to workable development solutions. Master planning and prioritizing skills. For example, outline clear plans that put actions in a clear and logical sequence; Actively takes some steps to reduce bottlenecks and speed up the work;

• value different perspectives and cultures. For example, bring together people of different perspectives, backgrounds, and/or styles and skilfully leverages the unique capabilities of each. Speak up when others make offensive or stereotyping comments;

• actively seek new ways to grow and be challenged using both formal and informal development channels. For example, create a development plan that states clear goals and the tactics to achieve them. Gather information on where to focus. Makes efforts to apply new skills on the job;

• keep an outside looking mindset, by closely following trends and innovations in and outside the tech and banking/financial industry, as well as throughout own area of expertise.

If you want to deep dive into the processing of personal data conducted by ING Hubs Romania during the recruitment process and your rights related to it, read the privacy notices on our website (make sure to scroll until you reach the Data Protection section/ Candidates tab).