December 2, 2016


AYA Bank started its operations in August 2010 with the opening of Naypyitaw Head Office and has steadily expanded its network of branches to more than 110 branches as of May 2015. With the expansion of our branch network, AYA Bank creates numerous job opportunities across the country, with the workforce standing at more than 4200 at end May 2015. For the years ahead, the bank will continue to extend its branch network throughout Myanmar and will continue to focus on building relationship with customers, providing excellent customer service, and leverage on technology as the enabler to enhance its customer base. At the same time, the bank aims to strengthen its governance, risk and compliance structure as a measure to ensure balance and to sustain growth.

With a vision to be a leading bank in Myanmar, AYA Bank seeks highly-motivated individuals who share our passion for growth and success; and who would like to make a difference. We believe that our “Human Capital” is the most important asset in the organisation that supports to fulfill our vision. Therefore, it is of utmost importance for us to be able to have a sustainable relationship with our employees.

In building sustainable relationships with our Employees, AYA Bank not only focuses on the Allowances and Benefits that the employees enjoy, but also focus on capacity development – we promote a learning culture within the organisation – be it trainings provided by the bank or giving time for their personal learning. Another important way that we build sustainable relationship is through Employee Engagement. A few engagement programmes that we are currently practicing are teams volunteering at the Yankin Pediatric Hospital (donated by the Ayeyarwady Foundation) on a weekly basis, Networking Dinners across Departments, Monthly Newsletters whereby staff are asked to contribute their articles to share, etc. AYA Bank’s Human Resource Team has been working closely with Corporate Affairs Team and have plans in place to improve our Employee Engagement Programmes in the very near future.


Grievance HotLine

The objective of this procedure is to provide an opportunity for an employee to raise formally an individual grievance on matters relevant to his/her employment or conditions of service where the normal and customary channel of discussion with their direct supervisor has been unable to resolve the issue.