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European Investment Bank
Most recent job postings at European Investment Bank
via LinkedIn
posted_at: 5 days agoschedule_type: Full-timesalary: 140K–160K a year
This role is responsible sanctions screening matters, including, but not limited to:
• Ensure our screening is in line with OFAC/EU and all other applicable sanctions laws and regulations.
• Oversight of Technology (Fircosoft) and Operations teams on issues related to sanctions screening and list management including tuning, analytics and data governance...
• Liaise with Group Compliance and Technology teams in Paris on sanctions screening issues,
This role is responsible sanctions screening matters, including, but not limited to:
• Ensure our screening is in line with OFAC/EU and all other applicable sanctions laws and regulations.
• Oversight of Technology (Fircosoft) and Operations teams on issues related to sanctions screening and list management including tuning, analytics and data governance...
• Liaise with Group Compliance and Technology teams in Paris on sanctions screening issues, including list management, rules, and good guys.
• Proactively identify regulatory compliance and/or operational issues and implement solutions to improve control environment.
• Recommend opportunities for tuning the sanctions screening lists with rules and good guys, and develop structure for ongoing reviews of interdiction lists.
• Proactively represent US Sanctions Compliance in all initiatives to implement or upgrade sanctions screening software
• Participate in special projects in support of the US Sanctions Compliance program.
• Assist with coordination of materials for internal and external OFAC/sanctions-related regulatory examinations.
COMPETENCIES
• Ability to work closely with technology teams, explaining regulatory needs to system developers and technicians.
• Ability to balance multiple, changing priorities in a dynamic and fast moving working environment.
• Prior Sanctions Compliance experience, including List Management Show more details...
• Ensure our screening is in line with OFAC/EU and all other applicable sanctions laws and regulations.
• Oversight of Technology (Fircosoft) and Operations teams on issues related to sanctions screening and list management including tuning, analytics and data governance...
• Liaise with Group Compliance and Technology teams in Paris on sanctions screening issues, including list management, rules, and good guys.
• Proactively identify regulatory compliance and/or operational issues and implement solutions to improve control environment.
• Recommend opportunities for tuning the sanctions screening lists with rules and good guys, and develop structure for ongoing reviews of interdiction lists.
• Proactively represent US Sanctions Compliance in all initiatives to implement or upgrade sanctions screening software
• Participate in special projects in support of the US Sanctions Compliance program.
• Assist with coordination of materials for internal and external OFAC/sanctions-related regulatory examinations.
COMPETENCIES
• Ability to work closely with technology teams, explaining regulatory needs to system developers and technicians.
• Ability to balance multiple, changing priorities in a dynamic and fast moving working environment.
• Prior Sanctions Compliance experience, including List Management Show more details...
via LinkedIn
posted_at: 5 days agoschedule_type: Full-timesalary: 130K–150K a year
The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to people issues in their region/business line. In addition, this role will be required to support the HRBP team from a Project Management perspective.
This means this role will be a driver in transversal... HRBP projects such as, Succession Planning, Talent
The HR Business Partner is responsible for the operational implementation of the global HR strategy and its roll out to their client group, as well as providing advice and guidance in relation to people issues in their region/business line. In addition, this role will be required to support the HRBP team from a Project Management perspective.
This means this role will be a driver in transversal... HRBP projects such as, Succession Planning, Talent Development, Reductions in Force, Compensation preparation, Promotion cycles and other such topics.
Day to day responsibilities include but not limited to:
Career Management and Mobility
• HR advisory to the Business
• Provides training and development guidance to managers in all aspects of performance management
• Advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)
• Strives to ensure accuracy in the HR systems of data pertaining to staff
• "Knows" their client group and develops and maintains this knowledge through regular interaction with employees/managers
• Conducts regular career interviews with individuals, identifying target lists at the beginning of each year
• Advises and supports employees with regard to internal career management
HRBP Project Management
• Coordinate transversal HRBP projects such as succession planning, promotion processes, end of year reviews, RIFs, etc
• Enhance documented processes
• A good sense of urgency and aptitude for multi-tasking, quickly identifying issues and escalating to the appropriate level for resolution
• Set and manage project streams within HRBP team
• Ability to work across Business Lines and influence effectively
Talent management, and promotion of managerial culture (in collaboration with the Talent & Development Team)
• Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff
• Proactively works with the Business to ensure that each "key" employee has the necessary development plans
• Implements all talent initiatives (coming from HUMN or from the Group) within their client group
• Educates and promotes the use of managerial tools and training resources
Recruitment
• HR advisory to the Business - With the management and COO’s of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation; giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues.
• Global efficiency - The HR Business Partner works with recruitment as the point of contact for all hires within their client group and leads the recruitment process. Specifically, the HR Business Partner:
• Supervises upstream budgetary agreements for job openings in conjunction with the client group COO team
• Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy
• Assists with the candidate selection and interview process in conjunction with line management
• The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.
Exit Management
• Proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs
• Develops and trains managers in all aspects of managing poor performance
• Gathers data from exit interviews and supplies back to managers to identify trends/risks
• Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
• Carries out all terminations for the business line they support
Compensation (in cooperation with HUMN/C&B)
• Delivers regular market intelligence to managers and manages position matching for industry benchmarking
• Will advise and challenge managers during the compensation review of their teams, anticipating any potential issues
• Works with the Specialist team to build C&B packages for recruitment, mobility, departure and retention
• Coordinates the annual compensation review for their client group with the specialist teams
• Supports the C&B team by providing compensation information gathered from exit and recruitment interviews
• Ensures that all compensation decisions respect the Group and HUMN/C&B rules
TECHNICAL SKILLS
Required:
• Computer proficiency: Microsoft Office (Excel, Word, PowerPoint)
PRIOR WORK EXPERIENCE
Required:
• 4+ years of Human Resources Business Partner experience in a similar capacity, preferably within financial services
• 4+ years of HR related Project Management within financial services
EDUCATION
Required:
• Bachelors Degree Show more details...
This means this role will be a driver in transversal... HRBP projects such as, Succession Planning, Talent Development, Reductions in Force, Compensation preparation, Promotion cycles and other such topics.
Day to day responsibilities include but not limited to:
Career Management and Mobility
• HR advisory to the Business
• Provides training and development guidance to managers in all aspects of performance management
• Advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)
• Strives to ensure accuracy in the HR systems of data pertaining to staff
• "Knows" their client group and develops and maintains this knowledge through regular interaction with employees/managers
• Conducts regular career interviews with individuals, identifying target lists at the beginning of each year
• Advises and supports employees with regard to internal career management
HRBP Project Management
• Coordinate transversal HRBP projects such as succession planning, promotion processes, end of year reviews, RIFs, etc
• Enhance documented processes
• A good sense of urgency and aptitude for multi-tasking, quickly identifying issues and escalating to the appropriate level for resolution
• Set and manage project streams within HRBP team
• Ability to work across Business Lines and influence effectively
Talent management, and promotion of managerial culture (in collaboration with the Talent & Development Team)
• Partners with management to identify talents and key resources in their client group, and gain a deep knowledge of those staff
• Proactively works with the Business to ensure that each "key" employee has the necessary development plans
• Implements all talent initiatives (coming from HUMN or from the Group) within their client group
• Educates and promotes the use of managerial tools and training resources
Recruitment
• HR advisory to the Business - With the management and COO’s of their client group, the HR Business Partner is involved in working on staff plans (additional/replacement hires) and is responsible for their implementation; giving insight on appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related issues.
• Global efficiency - The HR Business Partner works with recruitment as the point of contact for all hires within their client group and leads the recruitment process. Specifically, the HR Business Partner:
• Supervises upstream budgetary agreements for job openings in conjunction with the client group COO team
• Partners with recruiter and hiring manager to define a specific recruitment strategy for each vacancy
• Assists with the candidate selection and interview process in conjunction with line management
• The HR Business Partner is the gatekeeper for the recruitment process and associated internal policy; including, but not limited to, sourcing channels, external providers selection, compensation rules, and contractual provisions.
Exit Management
• Proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs
• Develops and trains managers in all aspects of managing poor performance
• Gathers data from exit interviews and supplies back to managers to identify trends/risks
• Leads employee relations cases including rationalization/redundancy plan and individual terminations when required
• Carries out all terminations for the business line they support
Compensation (in cooperation with HUMN/C&B)
• Delivers regular market intelligence to managers and manages position matching for industry benchmarking
• Will advise and challenge managers during the compensation review of their teams, anticipating any potential issues
• Works with the Specialist team to build C&B packages for recruitment, mobility, departure and retention
• Coordinates the annual compensation review for their client group with the specialist teams
• Supports the C&B team by providing compensation information gathered from exit and recruitment interviews
• Ensures that all compensation decisions respect the Group and HUMN/C&B rules
TECHNICAL SKILLS
Required:
• Computer proficiency: Microsoft Office (Excel, Word, PowerPoint)
PRIOR WORK EXPERIENCE
Required:
• 4+ years of Human Resources Business Partner experience in a similar capacity, preferably within financial services
• 4+ years of HR related Project Management within financial services
EDUCATION
Required:
• Bachelors Degree Show more details...
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