Introduction
Climate Fund Managers B.V. (CFM) is a leading blended finance fund manager dedicated to securing a sustainable future by investing across global emerging markets. CFM has a long-term vision to structure cutting-edge financing facilities around thematic areas of climate change mitigation and adaptation, including renewable energy, water and oceans, sustainable land use, and sustainable cities. CFM is established as a joint venture between the Dutch development bank FMO and Sanlam InfraWorks – part of the Sanlam Group of South Africa with offices in The Hague, Cape Town, Windhoek, Singapore, and Bogota.
CFM is authorised by the AFM to act as manager (beheerder ) of investment institutions and to offer participation rights in investment institutions. CFM is subject to supervision by the Dutch Authority for the Financial Markets (Autoriteit Financiële Markten or “AFM”) and/or the Dutch Central Bank (De Nederlandsche Bank N.V. or “DNB”).
Job Purpose
The Human Resources Business Partner Associate (HRBP Associate) will provide support to the Regional HR Business Partners. The role will work closely with the Head of HR on key People Capability projects, operating as an integrated member of the business unit management teams. The HRBP Associate will support the achievement of business goals by enabling the People Agenda. The HRBP Associate will be a role model and champion for CFM values. The role will require office attendance of 3-days per week in a hybrid work environment.
Job Summary
The HRBP Associate at CFM plays a crucial role in supporting the Regional HRBP’s and Head HR in delivering CFM’s People Capability and Culture initiatives aligned with the business objectives. The role is responsible for the administration of full-cycle recruitment, employee onboarding, performance management processes, and fosters continuous learning and development initiatives, all while ensuring high standards of people engagement in a competitive, high-stakes financial environment.
Duties and Responsibilities
- Recruitment and Selection
- Talent Acquisition: implement recruitment and selection processes to attract top-tier talent in the areas of investment and asset portfolio management, risk analysis, and other financial functions.
- Candidate Sourcing: utilize multiple channels (job boards, professional networks, executive search firms, LinkedIn Recruiter) to source candidates, including specialized finance roles from Analyst / Associate to senior-level positions.
- Selection Process: partner with department heads to define role requirements, conduct competency-based interviews, manage assessments, and guide the selection process to ensure the best-fit talent.
- Employer Branding: collaborate with the marketing and communications teams to promote the organization as an employer of choice in the competitive finance market, including participation in finance industry career events.
- Onboarding
- Onboarding Program: optimize onboarding program to integrate new hires quickly and effectively into the business, ensuring they understand the organization’s goals, values, and the financial market's complexities.
- New Employee Orientation: support in-region orientation sessions to familiarize new hires with company policies, procedures, and performance expectations, with a specific focus on regulatory compliance and industry standards.
- Mentoring and Buddy Systems: supports Regional HRBP’s with the delivery of mentorship or buddy programs to help new employees navigate the organizational culture and establish meaningful connections.
- Performance Management
- Performance Review Process: provides support to Regional HRBP’s with the roll-out of a performance management system, including annual and quarterly performance reviews. Ensure that performance objectives align with business targets, especially for roles with revenue-generating or regulatory responsibilities.
- Goal Setting: supports Regional HRBP’s and department heads to set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for teams and individuals, particularly focused on financial performance, client satisfaction, and regulatory compliance.
- Performance Coaching: provides support to managers with tools and frameworks for giving constructive feedback, managing underperformance, and rewarding high performers through bonuses, promotions, and career development opportunities.
- Recognition Programs: supports Regional HRBP’s with implementation of people recognition programs that incentivize performance in alignment with business goals, including financial rewards, peer recognition, and leadership development opportunities.
- Learning and Development (L&D)
- Training Needs Assessment: provides support to Regional HRBP’s and department leaders to assess the training needs of employees, with a focus on technical finance skills, regulatory updates, leadership, and professional development.
- Development Programs: supports the implementation of L&D programs that promote both technical and leadership skills. This could include internal workshops, external certifications, and partnering with finance institutions or universities.
- Continuous Learning Culture: fosters a culture of continuous learning by introducing e-learning platforms, mentorship programs, and professional development initiatives.
- Leadership Development: coordinates leadership and management training programs aimed at building a pipeline of future leaders who are well-versed in financial operations and compliance.
- Employee Relations and Engagement
- People Engagement Initiatives: provides support to Regional HRBP’s with the roll-out of improve engagement and satisfaction surveys, considering the high-pressure nature of the investment industry. Implement feedback mechanisms and focus groups to gauge employee morale.
- Conflict Resolution: supports Regional HRBP with escalation for employee grievances, ensuring fair, compliant, and effective resolution of conflicts.
- Work Permits, Relocations, Compliance and Risk Management: ensures that all HR practices comply with industry regulations (e.g.: SEC, FCA) and labour laws, particularly those relevant to financial institutions and manage compliance and due diligence (KYS & KYC), work permit and relocation processes.
- Reward and Employee Value Proposition
- EVP Communication: support internal and external communications and staff engagements to clearly articulate the EVP, highlighting career growth and the full range of benefits to strengthen the organization’s unique proposition in the industry.
- EVP Engagement: provides support to Regional HRBP’s with the implementation of engagement initiatives that strengthen the connection between people and the company’s mission, promoting retention and long-term loyalty.
- Incentive & Benefits Engagement: actively communicates performance-based reward programs that align with business goals, particularly for roles tied to revenue, profitability, and financial performance.
- Total Wellness Programs
- Implementation Support for Total Wellness initiatives: aimed at promoting the overall well-being of people, encompassing their physical, mental, emotional, purposeful and financial wellness to address the high-pressure and fast-paced environment.
- Promote Wellness Culture: actively communicates the availability and benefits of wellness programs using various channels (emails, newsletters, internal social platforms) to ensure employees are aware of and understand how to access these benefits.
- Communication and Engagement: engages with wellness initiatives to support organizational objectives, improving productivity, and enhancing employee engagement.
- HR Analytics and Reporting
- Data-Driven Decision Making: utilizes HR analytics to support Regional HRBP’s to drive strategic decisions related to recruitment, retention, people performance, and workforce planning. Present insights and reports to HR leadership to influence business decisions.
- KPIs and Metrics: monitors and reports on key HR metrics such as time-to-fill, turnover rates, employee satisfaction, and performance outcomes.
- Offboarding: supports Regional HRBP’s to optimize exit process to ensure feedback loop and insight into enhancing proactive people retention and career management initiatives.
Qualifications and Experience
- Bachelor’s degree in Organisational Psychology, Human Resources, Business, Finance, or related field. A master’s degree in human resources or business administration (MBA) is a plus.
- Experience: 6-8 years of HR experience, with at least 5-years as an HRBP or similar role within investment and asset management, or financial services.
- Certifications: SHRM-CP/SHRM-SCP, CIPD, or equivalent certifications in Human Resources are preferred.
- Technical Skills: proficiency in HRIS systems, applicant tracking systems (ATS), and HR analytics tools. Familiarity with finance-specific HR tools is an advantage.
- Technically proficient in Excel, Word, PowerPoint essential.
- Experience with working in Africa or other emerging markets is a plus.
Interpersonal and Organisational Skills
- Excellent interpersonal, communication and relationship management skills.
- Service oriented and willing to go the extra mile to deliver.
- Excellent attention to detail.
- Excellent team player.
- Positive and proactive mindset. Ability to identify areas for improvement, suggest a solution and assist with/own the implementation.
- Good organizational skills to manage multiple priorities to tight deadlines.
- Willingness to learn and develop HR skills and knowledge.
- Willingness to roll up your sleeves to deal with operational and administrative matters where necessary.
Behavioural Competencies
- Result-oriented – maintains a focus on achieving objectives and results, persevering in the face of adversity.
- Devotion to quality – demands a high quality on outputs and acting accordingly.
- Planning - systematically organizes activities and setting time frames, setting priorities.
- Initiative – identifies opportunities or solutions, and taking action.
- Analysing and forming opinions – maintains focus to examine matters in a systematic way.
- Cooperation – Works with others in order to effectively contribute to a common objective.
- Situational Awareness - stays well informed about developments in one's environment and effectively using this information for one's own organisation.
- Performance under pressure - maintains an effective performance under pressure, or when faced with setbacks or disappointment.
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