Summary

Accountable for leading the talent acquisition function and help the organization hire top talent in a timely, efficient & cost-effective manner while promoting diverse & inclusive hiring practices. Accountable for developing and implementing learning strategies, programs and tracking learning effectiveness. The job holder will also be accountable for creating and implementing HR Plans that support optimal business performance, providing support in driving departmental productivity, performance culture and overall business performance.

Responsibilities

Finance

• Structure and implement productive manpower plans at the lowest cost, thus attaining a desired profit per head ratio against the defined strategy roadmap.
• Manage the success of Human Resources financial strategies of departments by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analysing results; initiating corrective actions; minimizing the impact of variances.
• Monitor the approved staff costs and head count budget of the assigned divisions and/or departments to ensure it remains within the approved limit.
• Introduce new business/ accounts to the bank evidenced and coded under your DAO code

Customer

Work jointly with stakeholders and team to ensure the implementation of people strategies within the departments more so:

• Accountable for the effectiveness of the Human Resources Talent Management model in supporting the assigned divisions and departments strategically.
• Effective implementation of the hiring systems (policies, processes and tools) in attracting and selecting people with competitive attributes and skills.
• Responsible for driving performance management discussions through well drafted Business KPIs that are aligned with the Business strategy.
• Realisation of performance (result-oriented) culture, evidently driven by suitable performance management practices and leadership development programmes.
• Enhance employees’ competencies and capabilities through planning and implementation of learning and development strategies, and systems that are effective in enhancing productivity, mitigating impact of high staff turnover driven by labour market environment.

Internal Business Control

• Collectively drive the HR Division’s adherence to approved policies and procedures and provide feedback on the same so as to keep them competitive.
• Be an advocate for a continually improving way of working within the team to drive efficient and impactful engagement and accurate delivery of service.
• Oversee and continuously review a talent management programme to establish career paths, cultivate leadership capacity, and ensure retention of high performers through access to personal development opportunities such as coaching and mentoring, networking, talent rotation, and secondment.
• Lead development of Learning and Development strategy, framework, and the Learning Academy execution for the organization.
• Proactively participate in organisation projects

Learning and Growth

• Effective implementation of Career development/management and succession planning programs.
• Maintain own high performance and work closely with the team leader in the functional management of the HR Business Support Officer.
• Own up-to-date and actioned competency assessments and development plans.
• Nil disruption to business / loss of business due to lack of own succession and back-fill.

Education and Qualifications

• Bachelor’s degree from a recognized accredited University.

Requirements

At least 10 years’ experience in HRM, 5 of which should have been in a management capacity in a similar sized organisation.

Desired work experience:

• Proven track record of consistently supporting the achievement of an organisation’s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.
• In-depth knowledge of the Labor Laws, local banking industry, banking products, banking services and banking regulations. 
• Sound working knowledge and understanding of all labour regulations and practices.

HR Management

• All rounded HR practitioner who engages with stakeholders at the highest levels across the organisation.
• Continuously gathers evidence to determine the value the organization is delivering today, and needs to deliver in the future, and puts in place and drives the necessary strategies and frameworks maintain and grow positive engagement.
• Contributes to policy development for the HR field within the bank.

Banking and Commercial Acumen

• Seasoned commercial thinker, proficient with depth of experience in areas of business and banking.
• Ability to adapt to and work in different functions.

Leadership

• Is a change catalyst, can initiate and implement change to enhance teams and organisations delivery.
• Creates an environment that benefits everyone in it and lifts the entire organization.
• Has the political intelligence to navigate a way through diverse stakeholders’ agendas  and the resilience to sustain high performance under continued pressure and adversity

Characteristics

• Emotional Intelligence - Knows own strengths and limits; aware of own emotions and the effect they have on others and has the self-control to keep disruptive emotions and impulses in check.
• Social and Cross-cultural Awareness - Interacts with people (colleagues, customers, stakeholders and the public at large) in different social and cultural environments, showing respect and positive regard for them in an ethical and appropriate that are consistently with the values of the organization
• Agile - Able to change plans, methods, opinions or goals in light of new information, with the readiness to act on opportunities.

Reporting To

Head of Human Resources