Saiful Ezzany

Experience

• 

  Maybank

  Feb 2013 - now

  1. Reponsible in management of strategic of human resources for International Markets, Presidents & CEOs Office, Islamic Banking2. Ensure the alignment with Group Human Capital - Strategies - Practices - Procedures3. Drive the key initiatives/activities and will coordinate across countries - Manpower Budgeting - Year-End Performance Management - Rewards Exercise - EES4. HR Operational Matters International (Case to case basis) to ensure efficiency of the process and alignment to the Group where possible5. Working with Country HR & Business Units for formulation of best strategies to provide solutions to the business and align with the Group Principles ( manpower planning, benefits review, key talent retention, engagement, etc...)6. Working with Country HR & Business Units on Talent Management & Development matters - plan and direct the implementation of philosophy and practices Show less 1. Trainer for Social Media Marketing - Develop content to suit audience - Generate talking points of content for training efficiencies2. Content Creator for Soft Selling Postings - Generate, ideate, editing, soft selling postings across multiple products. - Liaising with respective product owner of the various product features and campaigns. - Research and develop contacts with product owners3. Content Creator for Financial Literacy for Youth - development of content/assist in other development for contents and concepts across a wide range of mediums. - Includes concepts, online advertising, brand experiences, user positioning, etc...4. Speaker/Trainer for topics related to youth financial literacy Show less 1) Talent Policy & Infra Effectiveness - Streamlining of TM policies, procedures and roll out to HRBP / Talent Leads on related matters such as Succession Planning, Centralised database, TM Dashboards- Implementation of TM processes- Talent Analytics on insights/capabilities on Talents (TM Dashboards/Succession List/Junior Talent List/TM programme)- Close Coordination with HRBP and Talent Leads on Talent Information/Report Cards/PDPs- Carry out Talent Conversation - For Succession Planning/Development Interventions/Career Track/Aspirations- Establish Talent Review frameworks - Covering both Country & Business/Functional Sector2) Work Process Improvement- Automation of TM Dashboards and Information- Tracker on accurate and complete Report of Talent Conversation- Conduct Quarterly feedback mechanism on TM related initiatives (Succession Planning/TM Dashboards/Centralized Database/Mentoring/TM Programmes) Show less OD is a field directed at interventions in the processes of human systems (formal and informal groups, organizations, communities, and societies) in order to increase their effectiveness and health using a variety of disciplines, principally applied behavioural sciences. OD requires practitioners to be conscious about the values guiding their practice and focuses on achieving its results through people.Organization Development is a body of knowledge and practice that enhances organizational performance and individual development, by increasing alignment among the various systems within the overall system. OD interventions are inclusive methodologies and approaches to strategic planning, organization design, leadership development, change management, performance management, coaching, diversity, team building, and work/life balance.To deliver a sustainable environment for performance there are a number of organisational development and design elements that may be relevant to delivering the performance outcomes required. The OD practitioner will get involved in any number of intervention including; organization diagnostic, evaluation, strategic thinking, culture change, change management, coaching, mentoring, leadership development, team building, organizational design, evaluation, performance management, talent management, HR processes, learning and development, sales effectiveness, and customer services as part of a holistic OD intervention.Also as a custodian to all Organization Structure across the Group and the Job Descriptions. Looking into evaluating the size of jobs based on the 3 main components :-1) Know-How (Knowledge that is required to deliver the job)2) Problem Solving (The thinking hat that needs to be in placed for solution-ing)3) Accountability (Magnitude and impact the job carries)Evaluating jobs to ensure the jobs are rightly sized and looking into the internal equity and also the effectiveness towards the organization strategy. Show less

  • HR Business Partner

    Jan 2021 - now

  • Senior Executive, Digital Skills Development

    Jan 2020 - Jan 2021

  • Senior Analyst, Talent Policy & Infrastructure Effectiveness

    Jan 2017 - Jan 2020

  • Analyst, Organization Development

    Feb 2013 - Dec 2016