Culture Engagement Manager

Job Purpose:
• Responsible for leading the employee engagement & wellbeing mandate globally which supports the banks strategy and embeds a high-performance culture.
• The role entails a strong capacity for influencing at the leadership level and high impact communication, strong facilitation skills and ability to translate complex data into tangible business actions that drive change and results.

Key Result Areas:

Employee Engagement & Wellbeing Strategy
• Create with the head of IC&;OD and lead a holistic world class engagement & wellbeing strategy and initiatives across the Bank globally.
• Strategize a measurement and management method that keeps the engagement metric as a key strategic indicator within the organization.
• Create an Annual Engagement calendar for the bank as a whole – create a Governance structure and delivery method.
• Model a strong employee engagement approach in order to establish effective and productive working relationships with senior managers and colleagues within the PICG team to lead the development and delivery of a seamless, customer focused organization development service to staff across the bank.
• Conceptualize and drive a comprehensive employee Wellbeing programme covering various elements of Wellbeing – this includes but is not limited to Physical and Mental Wellbeing dimensions.
• Ensure appropriate evaluation of all engagement and wellbeing to measure effectiveness and business impact.

Survey execution
• Work with strategic vendors, People Advisory, Business Partners, Heads of PICG and team across different locations to design, deploy, and evaluate effective and efficient engagement survey/s.
• Partner with the stakeholders and lead team to ensure effective administration of the survey globally.
• Create and/ or edit tools, training materials, and resources to help partners and leaders successfully build action plans based on survey results.
• Facilitate the ongoing Pulse Survey to assess engagement progress and follow through.

Employee engagement & wellbeing driving action
• Liaise, coordinate and influence senior stakeholders to shape their overall engagement business change delivery plans and work with a variety of teams to understand the impact of change on people.
• Support the stakeholders to successfully embed the change within the business, maximizing their opportunity to successfully realize their benefits.
• To design and implement action planning strategy to execute and drive change on ‘survey findings’ such as ‘formation of Work groups’, ‘Teams’ or ‘Action Committees’ as well as solutions to enrich employee quality of work life experience.
• Embed global and country specific wellbeing initiatives and programmes across the bank.
• Support and manage with internal corporate communications team(s) an effective internal employee communications Bank wide related to all engagement and wellbeing initiatives and campaigns.

Culture initiatives:
• Ensure culture and employee engagement are in sync and in line with business objectives.
• Drive initiatives to ensure the business and employees are living by Mashreq values and behaviours.
• Create an inclusive workplace where employees feel valued, recognized and appreciated.
• Ensure all aspects of creating a diverse inclusive working environment are considered when making decisions for the company.

Employer Brand Initiatives
• Awards: Identifying Award/s that would build the Employer Brand – examples would be awards such as the Gallup Great Workplace Award, Wellbeing Awards
• Drive the application process for these awards.
• Work with Marketing, Staffing etc. to develop plans (internal and external) to capitalize on awards won.

Knowledge, Skills and Experience:
• The incumbent should have minimum of bachelor’s degree and a minimum of 10 years of HR or CoE experience in employee engagement or Organisational Development. Experience in banking and finance industry or in a global role will be an added advantage.
• Relevant experience of working with complex engagement data and analytics and presenting this in a meaningful and business led approach.
• Role holder should have strong communication, presentation, facilitation, influencing, inter-personal and stakeholder management skills.
• High level of proficiency in both excel and HRIS and engagement platforms is required.
• Exposure to and qualifications in Organisational Development/HR quality standards or Certifications such as CIPD is desirable