Senior Manager, Human Resource Business Partner - 2 Posts

JOB SUMMARY:

To provide a one stop HR advisory support to Business and facilitate implementation of the Human Resources Strategy, Policies and Practices.

KEY RESPONSIBILITIES:

Manpower Planning:

• Prepare Human Resource forecasts in consultation with Business Unit Heads.
• Facilitate the career and succession plans for own business area.
• Support the development of talent management within the Business Unit by enabling the Business Unit to attract, retain and motivate talent.
• Advise Business Units on the Exit trends and propose measures for talent retention.

Resourcing (Recruitment, Selection and Placement):

• Identify the best source of candidates and tap into the market by undertaking strategic resourcing initiatives such as Head Hunting, Market intelligence, Talent acquisition.
• Undertake interviews for short listed candidates and ensure a fair assessment process has been followed.
• Train and support line managers on the recruitment process.
• Ensure proper employee onboarding of new staff is carried out i.e. First day induction: HR policy, Medical and insurance.
• Ensure that all staff have a signed off job descriptions
• Monitor each recruitment process end to end to address any issues emerging without delay and in consultation with the recruitment manager.
• Ensure timely running of amendments/contract extension letters and are made as per required approval.

Organizational Development and Change Management:

• Drive organization implementation/change initiatives in line with business unit strategies i.e. Review and implement fit for purpose structures, benchmarking analyses, ensure targets are reviewed to reflect the changes.
• Facilitate the preparation of job descriptions for new roles, ensure that the job roles are well-defined, and organizational structures are in place & constantly updated.
• Communication and management of the Bank’s change initiatives as “change catalysts” within the business unit (champion compliance in line with change management framework and processes).
• Support the Director of HR in inculcating a shared mindset and foster employee loyalty to the Bank’s values.

Learning & Resource Development/Management:

• Support in establishing the skill gap within Business units and facilitate Training Needs Analysis.
• Co-ordination & facilitate the delivery of training programs.
• Monitor and implement capacity building initiatives by adhering to the 70:20:10 training model.

Performance & Talent Management:

• Oversee roll out and cascade of the Bank’s performance management framework in the Business Unit.
• Coordinating the entire process of performance appraisals, ensuring timely submission of reports and their analysis.
• Advise the appraisee and appraiser where need arises and addressing the issues raised in the appraisal reports.
• Co-ordinate with Business Unit Heads in ensuring that staff appreciates the linkage of performance to reward.
• Ensure talent management policies and initiatives are being driven objectively
• Maintain a data base of talent- both internal and external for focus areas based on market dynamics of supply and demand.

HR Branding & Culture:

• Visit Divisions/departments/Branches to support and advise on Human Resources challenges and issues facing the business units (HR Engagements).
• In liaison with Divisional/departmental/Branch/Unit heads, ensure that leave plans are in place and that Leave Liability is managed.
• Champion the values of the bank and its culture.
• Attend management committee meetings (MANCO) meetings of allocated divisions and offer expert HR advice on people matters.
• Liaise with departmental and division heads to ensure that new staff are allocated mentors and review periodic mentoring reports on the staff.

Customer service:

• Act as the single point of contact and ensure that all attending queries and complaints are attended through timely feedback to all the stakeholders
• Prompt service performed right the first time and prompt query/complaint resolution.
• Service Focus – Seeks to understand customer expectations and requirements and uses available resources, policies, and opportunities in their best interest without compromising the Bank’s values.

Employee Relations:

Work closely with the Employee Relations centre of excellence in:

• Championing and enforcing labour laws as constituted within the country and the Bank’s Policies.
• Interpretation of the policies and procedures and assess compliance by all employees within the business unit. (Advise managers and employees on disciplinary issues and procedures).
• Enhance two-way communication within the business unit by ensuring that employees and other stakeholders are informed on what is happening, why it is happening and how it affects them.
• Champion employee wellness programs.

KEY RELATIONSHIPS:

Direct Reports to this Position

• None

Customers of this Position

• External clients
• EXCO and HODs
• All Departments in the Bank

KEY COMPETENCIES AND EXPERIENCE:

Knowledge: Skills and Experience required for this Role

• Bachelor’s degree in business management / administration with a bias in Humanities & Human Resource.
• Human Resource Management professional qualification (A must have).
• Post-graduate degree in business related course is an added advantage.
• At least 8 years of HR generalist work experience.
• Experience in working in the financial sector is preferred.

Competencies required for this Role

• Excellent interpersonal and relationship management skills.
• Good organizational and administrative skills.
• Prioritization and Time Management - ability to prioritise and manage time efficiently and maintain a structured approach under pressure and high volumes
• Resilience and Drive – Maintaining performance standards when difficult situations arise.
• Ability to listen, probe effectively and convey information clearly to the customer.
• Diplomatic and tolerant in relaying and receiving information.
• Customer service orientated.
• Methodical, detail-conscious, organized and assertive.
• Manpower planning and forecasting skills.
• Organization development and change management.
• Business acumen skills.