From regulations and the economic climate to customer interaction – the banking landscape is changing drastically in every way. The success of ING, a global bank, depends on how the organization and its people respond to the changing circumstances. Enabling the right people to excel at their jobs is a key part of the global strategy. The new Global Head of Performance Management will take performance management to the next level.
ING is a global top-20 financial institution for private, corporate and institutional customers. Their mission is to empower people to remain a step ahead in life and business. To do so, they need to create a differentiating customer experience. This challenge is more relevant now than ever, because the banking landscape is changing drastically in every way – from regulations and the economic climate to customer interaction. ING’s success depends on how the organization and its people respond to these changes.
Enabling the right people to excel at their jobs is the key objective of the strategic initiative known as ‘HR Unite’. The aim of HR Unite is to create a stronger, more focused and more efficient HR organization, through two major changes:
- Moving day-to-day HR services to an external partner;
- Transition to the state-of-the-art HR system Workday.
Performance & Reward
To drive the wider cultural shift, Global Corporate HR has created three Communities of Expertise (CoE): People Analytics, Talent & Learning and Performance & Reward. Each CoE consists of a dedicated taskforce at HQ as well a remotely based team of experts. As their goals are closely entwined, there are many opportunities for these CoE’s to cooperate.
The CoE Performance & Reward focuses on developing a strong performance culture and effectively running the performance management, reward and regulations processes. ING has a Total Rewards approach to performance management, using both financial and non-financial recognition to improve both personal and business performance. That’s why they developed the revolutionary Step Up program. They are currently in the final stages of rolling out this performance management program globally.
Most performance management programs rely on backward-looking review processes. Step Up is different because it aims to improve the performance of the Bank in real time. Just like coaches support top athletes and conductors run orchestras. The new approach aligns personal ambitions with business KPI’s and improves the individual performance and professional development of all 51,000 employees. An example of a recent initiative is the Feedbit app, encouraging healthy feedback habits so that occasional reviews can make way for continuous conversations. The first results are in and they paint a positive picture. For more information about Step Up, view the video.
In 2016, Luigi Maria Fierro (ex-McKinsey) was appointed as the Global Head of Performance Management. As Fierro has been offered a new opportunity as Head of HR Strategy & Innovation at ING, Top of Minds is looking for his successor.
Global Head of Performance Management
The Global Head of Performance Management will take ING’s performance management to the next level. It’s a highly visible role, impacting the individual performance and professional development of every one of ING’s 51,000 employees as well as the performance of entire business units.
Global Head of Performance Management is a key role in ING’s HR Unite initiative. This leader will finalize the implementation of the Step Up program, gain insight into the efficiency of all elements of the program, and develop strategic plans to continue the trend of improved performance across the global organization. The roadmap will likely include:
- Developing HR and Leadership capabilities;
- Improving the connection between individual and group performance;
- And expanding the collaboration within the Performance & Reward CoE and across the People Analytics and Talent & Learning CoEs.
The Global Head of Performance Management will lead the Performance Management team. The team consists of five professionals of varying nationalities and professional backgrounds in Amsterdam, as well as counterparts in other countries. This enables the CoE to truly connect with the business.
Reporting to Frank-Jan de Leeuw, the Global Head of Performance Management will also contribute to board presentations and work in close cooperation with international leaders to drive change within the organization.
Strategic thinking is crucial, but candidates must be focused on achieving real results in the business. Candidates could either have experience in a similar role at another corporate or a background in consulting with a portfolio of relevant projects. Project and team management skills are as important as influencer skills to drive change throughout the global organization.