HR Manager

Our Client , A leading Bank in Jordan , is looking for HR Manager to be based in Amman - Jordan and reports to Chief of Human Capital

Interested candidates who meet the criteria can apply online or by forwarding their CVs directly to the below email address and put in the subject (HR Manager – Banking- Jordan )

vacancies@jordan-impact.jo

Human Resources Manager – Banking

Location: Amman, Jordan
Department: Human Resources
Reports to: Chief Human Resources Officer / COO
Employment Type: Full-time
Industry: Banking and Financial Services

Position Purpose

The Human Resources Manager is responsible for managing the Bank’s human-capital agenda and ensuring that it has the workforce, capabilities, leadership pipeline, policies and organizational culture required to achieve its strategic objectives. The position manages workforce planning, recruitment, performance management, talent development, succession planning, compensation and benefits, employee relations, HR operations, policy governance and HR analytics. The role must maintain strong alignment with Jordanian labour requirements, Central Bank of Jordan expectations, the Bank’s corporate-governance framework and internal control standards.

Key Responsibilities

1. HR Strategy and Workforce Planning

• Translate the Bank’s business strategy into practical HR priorities and annual plans.

• Prepare and monitor the annual workforce and manpower plan.

• Assess staffing requirements across branches, business units, operations and control functions.

• Review organizational structures, reporting lines, job grades, spans of control and staffing levels.

• Identify critical positions, workforce risks and future capability requirements.

• Prepare the annual HR budget and monitor expenditure against approved allocations.

• Provide management with workforce insights and evidence-based recommendations.

2. Talent Acquisition and Onboarding

• Manage end-to-end recruitment for managerial, professional, technical, operational and branch positions.

• Ensure recruitment is based on approved manpower plans, budgets and selection criteria.

• Establish structured sourcing, screening, interviewing, assessment and reference-checking practices.

• Develop talent pipelines for specialized banking, digital, technology, risk and control positions.

• Ensure appropriate due diligence and background verification for new employees.

• Manage employment offers, contracts, onboarding and probationary reviews.

• Monitor recruitment efficiency, time-to-fill, quality of hire and probation success.

3. Performance Management

• Manage the Bank’s annual performance-management cycle.

• Ensure objectives are aligned with departmental and institutional priorities.

• Guide managers in setting measurable objectives and conducting fair performance reviews.

• Monitor the completion and quality of periodic and annual evaluations.

• Support performance-improvement plans and address underperformance appropriately.

• Ensure performance outcomes are supported by reliable evidence and proper documentation.

• Connect performance results with development, promotion, succession and reward decisions.

4. Talent Management and Succession Planning

• Identify critical positions and high-potential employees.

• Develop and maintain succession plans for leadership, specialist and control-function positions.

• Coordinate talent reviews with senior management.

• Develop career paths and internal-mobility opportunities.

• Recommend retention plans for critical and high-performing employees.

• Monitor succession readiness and capability risks.

• Promote merit-based promotion and development practices.

5. Learning and Development

• Conduct annual training-needs and competency-gap assessments.

• Prepare the Bank’s annual learning and development plan.

• Coordinate technical, managerial, leadership, regulatory and behavioural training.

• Ensure completion of mandatory compliance, risk, information-security and conduct training.

• Develop supervisory and people-management capabilities.

• Evaluate training effectiveness and return on investment.

• Maintain accurate training records and regulatory evidence.

6. Compensation and Benefits

• Administer the Bank’s compensation, benefits, allowances, incentives and salary-review processes.

• Maintain an equitable and competitive salary and grading structure.

• Support salary benchmarking and market reviews.

• Coordinate annual salary increases, promotions, bonuses and incentive calculations.

• Ensure compensation decisions follow approved policies and authorization levels.

• Monitor payroll inputs and coordinate payroll reconciliation with Finance.

• Prepare compensation analyses and recommendations for senior management.

7. Employee Relations

• Serve as a trusted adviser to managers and employees on employment matters.

• Manage grievances, workplace complaints, disciplinary cases and employee investigations.

• Ensure fair, consistent and confidential application of HR policies.

• Advise managers on attendance, conduct, performance, promotion, transfer and termination decisions.

• Promote constructive employee communication and workplace trust.

• Identify employee-relations risks and escalate significant concerns.

• Conduct exit interviews and analyze reasons for employee turnover.

8. HR Policies, Governance and Compliance

• Develop, review and implement HR policies, procedures and authorities.

• Ensure HR practices comply with applicable Jordanian labour and Social Security requirements.

• Maintain alignment with relevant Central Bank of Jordan instructions and banking-governance requirements.

• Coordinate with Legal, Compliance, Risk Management, Internal Audit and other control functions.

• Ensure sensitive positions are subject to appropriate screening, authorization and segregation-of-duty requirements.

• Respond to HR-related audit findings and implement corrective actions.

• Maintain complete, confidential and audit-ready employee records.

• Monitor regulatory developments affecting employment and communicate their implications to management.

9. Organization Development and Culture

• Support organizational restructuring and operating-model improvements.

• Maintain accurate job descriptions and competency requirements.

• Develop employee-engagement and organizational-culture initiatives.

• Promote the Bank’s values, code of conduct and expected leadership behaviours.

• Support change-management programs, including digital-transformation initiatives.

• Assess organizational effectiveness and recommend improvements.

• Promote collaboration, accountability, inclusion and continuous improvement.

10. HR Operations and Systems

• Ensure accurate administration of employee records, contracts, leave, attendance, transfers, promotions and separations.

• Maintain reliable HRIS data and appropriate access controls.

• Improve and automate HR processes and employee services.

• Ensure HR transactions are completed within agreed service standards.

• Protect personal information and maintain strict confidentiality.

• Coordinate with Information Technology on HR-system security and continuity.

• Develop employee and management self-service capabilities where appropriate.

11. HR Analytics and Management Reporting

• Prepare regular HR dashboards and management reports.

• Monitor headcount, vacancies, turnover, absenteeism, recruitment, performance, training and personnel costs.

• Analyze workforce trends and identify potential risks.

• Provide HR information for management, board or committee reporting as required.

• Ensure reported information is complete, accurate and submitted on time.

• Use data to improve workforce planning and HR decision-making.

12. HR Team Leadership

• Lead, coach and develop the HR team.

• Establish departmental objectives, responsibilities and service standards.

• Delegate work appropriately and hold team members accountable.

• Build the team’s technical and advisory capabilities.

• Promote confidentiality, professionalism and customer service.

• Maintain succession and development plans for HR employees.