UOB has launched three workforce programmes to prepare its staff for an AI-enabled workplace.
The bank plans to hire 1,000 young graduates a year, train 5,500 managers using an AI coaching platform, and open customer-facing and sales advisory roles to experienced professionals seeking flexible work.
UOB announced the programmes at Better U, its annual employee festival. The bank said they reflect its view that investing in people and human judgement will become more important as AI reshapes the workplace.
The announcement builds on the organisation-wide AI upskilling drive that UOB unveiled at the same festival last year.
Graduate hiring for wealth and AML roles
As concerns grow over AI’s impact on entry-level jobs, UOB expects to recruit 1,000 young graduates a year.
The roles span Personal Financial Services and Anti-Money Laundering, as well as early-career tracks such as the Future Bankers Programme, the Management Associate programme and internships.
The Future Bankers Programme is a 24-month structured scheme for fresh graduates. Participants receive training before they move on to develop customer-facing skills and wealth advisory capabilities.
How UOB is using AI to train its managers
UOB’s new Better Leader Programme, accredited by the Institute of Banking and Finance (IBF), aims to reach 5,500 managers across the region by the end of 2027.
The bank said it sees human-centred leadership as an increasingly important differentiator as AI changes the workplace.
The programme covers three areas: Leading Self, Leading Teams and Managing Stakeholders. Training combines experiential learning, workplace application and reflection.
Managers will practise workplace conversations on an AI-enabled coaching and role-play platform customised to UOB’s leadership competencies. Scenarios include career feedback, performance management, delegation, stakeholder engagement and career development.
After each assessment, the platform returns personalised qualitative feedback along with indicative scores based on the bank’s leadership competency framework.
“The future of work is not simply about adopting new technologies,”
said Dean Tong, Head of Group Human Resources, UOB.
“It must come together with helping our people develop the capabilities that technology cannot replicate, such as judgement, empathy, resilience, leadership and the ability to build trust.”
Gig+U extends to sales advisory roles
UOB is extending Gig+U, the gig employment programme it introduced in Singapore in 2021, to customer-facing and sales advisory roles.
The scheme lets experienced UOB employees, including those approaching or beyond retirement age and mothers returning to work, take on part-time, flexible or fixed-term work.
UOB will roll out the enhanced programme to both employees and external hires by the first quarter of 2027.
The bank plans to form a curated pool of 200 participants. Each will receive a monthly retainer, insurance coverage and access to assignments based on business needs, with compensation paid for work undertaken.
Participants must complete relevant training and maintain the necessary certifications or licences so UOB can match them to suitable roles as they arise.
UOB said the arrangement gives it access to a trusted pool of professionals with deep institutional knowledge and strong customer understanding.
Featured image credit: Edited by Fintech News Singapore, based on image by onlyyouqj via Magnific
