Senior Manager, Human Resource Business Partner (2)
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.
