HR Business Partner

Job Purpose

The HR Business Partner, Talent & Learning Lead partners with business leaders and the Head of HR to drive organizational capability, leadership effectiveness, talent development, and workforce readiness across ING Hubs Türkiye.

The role serves as the primary Talent & Learning expert for the organization, translating business strategy into integrated talent, learning, succession, and organizational development initiatives. Acting as a trusted advisor to leaders, the role supports business performance through strategic people solutions while ensuring a strong pipeline of future leaders and critical capabilities aligned with ING's long-term ambitions. The position contributes to broader HR priorities through business partnering, data-driven insights, and organizational effectiveness expertise.

Work Model

At ING Hubs Türkiye, flexibility is more than a benefit — it's part of how we work.

Our hybrid model is designed to balance collaboration, innovation and personal flexibility. Team members typically work from our Vadistanbul office two days per week during three weeks of the month, while one week each month is fully remote.

We also offer additional flexibility throughout August, allowing colleagues to work remotely while staying connected with their global teams.

As part of a globally distributed organization, you will collaborate with colleagues across multiple ING locations and contribute to analytical solutions deployed across international banking markets.

Key Responsibilities

Talent Strategy & Talent Management

• •Contribute specialist expertise to the design and continuous improvement of integrated HR frameworks and tools across recruitment, performance management, development, career and succession planning, compensation and benefits, diversity, onboarding, offboarding, and talent retention, ensuring alignment with design principles, internal policies, and applicable legal requirements while enabling the sustainable attraction, development, and retention of talent.
• •Drive annual talent review processes, talent calibration discussions, and succession planning activities across ING Hubs Türkiye.
• •Partner with business leaders to identify talent risks, succession gaps, and high-potential talent, and create targeted development and mitigation plans.
• •Lead the design and execution of talent strategies aligned with organizational priorities, future capability needs, and business growth.

Learning & Capability Development

• •Engage with line managers to clarify short-term learning priorities, gather performance and competency data, diagnose capability gaps against required standards, and agree the intended outcomes of learning and development interventions.
• •Engage with line managers to clarify short-term learning priorities, gather performance and competency data, diagnose capability gaps against required standards, and agree the intended outcomes of learning and development interventions.
• •Design and develop complex learning courses, program strands, and high-quality learning resources, applying appropriate methodologies and delivery channels to maximize learner engagement and achievement of defined learning outcomes.
• •Provide specialized training, coaching, and expert guidance across the organization, while working within the established development framework to strengthen own capabilities and those of direct reports.
• •Develop and execute the learning and capability-building strategy, including learning journeys, leadership development programs, and capability academies aligned with business priorities.
• •Partner with global Talent & Learning teams to localize and deploy enterprise learning initiatives.
• •Continuously assess future skill requirements and establish development solutions to address capability gaps.
• •Foster a culture of continuous learning, experimentation, and professional growth.

Leadership Development

• •Lead leadership assessment and development initiatives that strengthen coaching, feedback, people management, career development, and overall leadership effectiveness.
• •Facilitate workshops, leadership programs, and development interventions.

Organizational Development & Change

• •Provide organizational development expertise to improve team effectiveness, collaboration, and organizational performance.
• •Support organizational design and restructuring initiatives when required.
• •Partner with leaders to drive successful people and organizational change initiatives during periods of growth and transformation.

Strategic HR Business Partnering

• •Provide specialist advice on the interpretation and application of HR policies and procedures, resolving complex queries and issues and escalating highly complex or contentious matters to the appropriate decision-makers.
• •Deliver complex analyses of internal and external information and evaluate sophisticated resourcing scenarios to generate strategic insights and support the development of the strategic workforce plan.
• •Act as a strategic HR partner to leadership teams, providing guidance on organizational effectiveness, talent, leadership, workforce capability, and employee development.
• •Support workforce planning discussions through capability assessments, talent insights, and organizational data.
• •Build trusted relationships and influence decision-making through evidence-based people recommendations.

People Analytics & Insights

• •Utilize workforce, talent, learning, and engagement data to identify trends and opportunities.
• •Generate insights that support talent decisions, succession planning, learning investments, and organizational priorities.
• •Monitor effectiveness and business impact of talent and learning initiatives through defined metrics and governance mechanisms.

Governance & Continuous Improvement

• •Monitor and review performance and behaviors within the role’s areas of responsibility, proactively identifying and resolving noncompliance with organizational policies, regulatory requirements, and applicable codes of conduct.
• •Maintain governance and oversight of talent review, succession planning, development processes, and ING talent management standards.
• •Establish measurement frameworks to evaluate effectiveness, adoption, and outcomes of talent and learning initiatives.
• •Contribute to continuous improvement of HR, Talent & Learning practices.

Key Deliverables

The role will have primary accountability for:

• •Talent Review governance and execution.
• •Succession Planning framework and pipeline health.
• •Leadership Development strategy and implementation.
• •Learning Strategy and capability-building agenda.
• •Internal mobility and career development initiatives.
• •Organizational Development and culture initiatives that strengthen workforce capability.
• •HR partnership for designated leadership teams.

Behavioral Competencies

• •Strategic Mindset
• •Develops Talent
• •Drives Results
• •Balances Stakeholders
• •Collaborates
• •Organizational Savvy
• •Courage
• •Communicates Effectively
• •Plans and Aligns
• •Builds Effective Teams

Experience & Qualifications

• •Bachelor's degree in Business Administration, Psychology, Organizational Development, or a related field.
• •Significant experience in Human Resources, including HR Business Partnering, Talent Management, Learning & Development, or Organizational Development.
• •Experience in implementing global programs, designing and delivering talent, succession, leadership, and learning initiatives.
• •Strong stakeholder management and influencing capabilities.
• •Experience working with senior leaders and management teams.
• •Strong facilitation, communication, and consulting skills.
• •Ability to translate business strategy into practical people and capability solutions.
• •Strong analytical and problem-solving capabilities.

Success Measures

• •Strength of succession pipelines for critical positions.
• •Leadership capability improvement across people leaders.
• •Increased internal mobility and development