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MAIN PURPOSE OF THE JOB

Responsible for providing strategic leadership, driving excellence through formulation and execution of Human Capital strategy and policies that support the Bank’s mandate, while ensuring legal compliance. Works collaboratively with key stakeholders to proactively develop and promote an enabling work environment in order to foster a high-performance work culture, as well as attract and retain a highly effective and skilled workforce.  Enhances the People Management offering of business partnering to the respective Business Units.

DUTIES / RESPONSIBILITIES

• Oversees the Departmental annual budget preparations and subsequent approval
• Executes programmes and controls overall expenditure against approved budget
• Approves virements recommendations 
• Directs employee engagement surveys bi-yearly and communicates results to the Executive Management, and employees as appropriate
• Ensure strategic partnerships are developed, achieved and nurtured
• Becomes a strategic partner to the business and act as an employee sponsor and change mentor
• Provides visible, credible and effective leadership to the Human Capital Department ensuring best possible service is delivered to the Bank as a whole
• Evaluates performance and recommends for further training, promotion and awards performance-based salary increments for Departmental Staff
• Spearheads the Department’s strategic planning and maintains direct oversight on Human Capital operations
• Develops, promotes and maintains consultative and communication systems and frameworks which encourage a strong and positive working relationship between Management and employees, and facilitate the exchange of ideas and information across the Bank
• Oversees the development, implementation and management of the Bank’s strategic workforce plan
• Direct the Bank’s PMS to ensure equitable development and implementation of performance targets
• Oversees the development of a Performance-Based Reward Strategy
• Overall management of the reward systems to facilitate the implementation of a PBRS, Reward Policy and introduction of incentive schemes
• Provides advice for strengthening the Banks’ remuneration and Reward policies to enhance competitiveness and alignment with appropriate market segment
• Gives expert advices to Executive Management on Human Capital best practice
• Champions adherence to all Laws, Bye-laws, regulations, principles and practices related to administration of Labour agreements, employee conduct and dispute resolution
• Manage relations with the Union and act on behalf of Management and the Bank during negotiations
• Oversees the development of the Talent Management Strategy
• Advices Executive Management on staffing, Learning and Development and Talent Management Strategies
• Provides technical and professional advice for the development of internal training programmes
• Presides over the development and approval of the Bank’s succession plan
• Engages the Executive Committee to maintain an Organisational Succession Plan
• Act as an internal Change Champion and Sponsor to initiate and facilitate change and lead all organisational development processes
• Promote an organisational culture, inclusive of the Bank’s values to enhance business efficiency and employee morale and loyalty
• Advises Senior Management on equality and diversity issues
• Oversees the Job Evaluation and Grading Systems and procedures
• Advises the Executive Management on the Bank participation in remuneration surveys and market intelligence to secure Banks’ competitiveness
• Reviews recommendations on analyses of the organisational structures
• Ensure submission of consolidated Departmental reports to the Executive Committee and the Board
• Recommends improvements on the Banks’ Human Capital Policies and Strategies to the Executive Committee
• Align the Human Capital Strategy with the Corporate strategy
• Ensures that the audit non-conformities are fully and promptly addressed
• Oversees compliance with governance in terms of legislative, procedural and audit requirements
• Provide expert area input to the formulation of the Banks’ strategic and operating plans
• Serves as active member of the Joint Negotiation Committee
• Serves as active member of the Training Committee
• Provides strategic direction to Human Capital Projects
• Manage, coach, guide and support the Human Capital team to ensure that they deliver on agreed performance plans and targets
• Develop skills capacity of the Human Capital team.
• Manages own personal development
• Supports Supervisees in meeting their PDPs.
• Undertakes such other duties as directed by Deputy Governor(s) and/or Governor

QUALIFICATIONS AND EXPERIENCE

• Master’s degree in Social Science majoring in human resources management, sociology, psychology, law, management, public/ business administration, or related field and ten years relevant post qualification experience in the Human Resources or Management Services field in a major organisation, including five years in a managerial position

OR

• A Bachelor’s degree in Social Science majoring in human resources management, sociology, psychology, management, public/business administration, or related field and twelve years relevant post qualification experience in the Human Resources or Management Services field in a major organisation, including six years in a managerial position
• Membership to a recognised HC professional body

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