Director, Human Resources at SBM Bank

JOB SUMMARY

The Director, Human Resources will report to the Chief Executive Officer and will be responsible for overseeing and managing the human resources function. This role is crucial in shaping the workplace culture, fostering collaboration, and ensuring the effective management of the Bank’s workforce. The job holder will build an employer of choice brand, develop and implement the Bank’s human resources strategy, and build partnerships with the business to ensure alignment of talent strategy and services with the business strategy. The successful candidate will serve as a strategic partner to the Chief Executive Officer and the Executive Team, providing guidance and expertise in all HR functions. This position requires a deep understanding of HR best practices, labor laws, and government regulations for purposes of developing and implementing HR strategies, policies, and programs that align with our organizational goals and objectives. The candidate will also be a key driver of organizational change and fostering a positive work culture.

KEY RESPONSIBILITIES

Strategy:

• Design and develop innovative and high-impact human resources strategy aligned to the Bank’s overall strategy.
• Be a senior-level advisor to executives and employees regarding human resources trends.
• Oversee the implementation of talent and organization strategy and build partnerships with the business and external stakeholders to enable and support implementation.
• Provide direction in the development and implementation of talent management policies.
• Develop and implement the Bank’s human resources business plan, establishing accountability, identifying solutions to resolve problems, and fostering a diverse workplace that enables all employees to contribute to the Bank at their full potential.
• Prepare HR Strategy, budget, and financial obligations.
• Manage organizational change to increase employee engagement and productivity.

Talent Management:

• Provide leadership in the development and implementation of high-potential programs that involve identification, development, retention, and placements of HIPOs in the Bank.
• Oversee the implementation of coaching in the Bank and drive executive coaching for senior management.
• Undertake recruitment for key, critical positions that build to the leadership and talent pipeline of the Bank.
• Diagnose current and future talent and capability gaps and recommend innovative solutions to fill gaps.
• Develop annual workforce plan along with the various business heads and execute the plans through applying creative resourcing techniques.
• Implement comprehensive and detailed onboarding plans and ensure seamless integration for all new staff.
• Develop and implement programs that focus on creating a leadership pipeline and conduct leadership assessments and provide feedback to the Executive Committee.
• Oversee the development of the Bank’s annual training plan and its implementation and ensure alignment with the Talent Management Strategy.
• Oversee the development and implementation of career paths.
• Develop and oversee the implementation of a succession planning program.

Performance Management:

• Embed a performance culture through organization development processes including but not limited to defining and overseeing the implementation of the performance management cycle.
• Develop and implement a rigorous approach to candidate assessment, selection, and offer finalization – working closely with the business partners and coordinating senior internal stakeholders.
• Develop and implement retention programs for high-performing employees while managing the succession planning strategies.
• Oversee and ensure implementation of an effective performance management model including competency modeling.

Employee Relations:

• Develop and provide policy advice and guidance on employee relations matters and maintain industrial peace and harmony with both internal and external customers of the Bank. The role also looks at the implementation of the disciplinary and grievance handling policies and procedures taking into account the application of law, organization values, collective bargaining agreement, and the HR & operational policies and procedures.
• Participate as the Bank’s lead in the KBA - CBA negotiations, implementation, and any trade disputes that may arise within the Bank and the Industry.

Learning and Development:

• Develop and implement the SBM Bank Kenya strategic learning framework, including a robust learning plan, learning calendar, learning journeys, and potential career maps.
• Multiply learning delivery strategies embedding technology and entrenching the 70:20:10 model.
• Participate in the development of Organizational Development strategies, policies, and processes including review to ensure these are in line with industry and best practice.
• Create and implement a learning policy for the Bank.
• Manage organization learning and development built out of consolidated individual development plans and training needs analysis.
• Undertake annual training needs analysis and develop the annual training budget for the Bank.
• Implement the organization training plan, build and generate learning analytics and reports for management consumption and for tracking execution.
• Source for learning providers and build a dynamic preferred supplier list relevant to current and future learning needs.
• Own and drive the development and dissemination of the SBM Bank Kenya competency framework including self-assessments plus integration with individual development plans and learning solutions.

HR Governance:

• Conduct the Human Resources quality assurance function in line with the policies and procedures and provide monthly compliance reports to the Senior Management.
• Ensure OSHA committees are running and liaise with Admin & Logistics department and other relevant functions for closure of OSHA audit items.
• Coordinate the annual review of policies and procedures and update the same as and when changes are necessary.
• Responsible for statutory staff compliance through closure of Fit and Proper requirements of senior staff prior to placement and respond to reference checks requests from regulator and other external parties.
• Custodian of all minutes for all Human Resources related meetings and committees.
• Ensure updates and tracking of all action items from all Human resources committees.
• Provide secretarial support for business and/or staff committees, schemes, initiatives, or forums relating to HR Area.
• Maintain relationships with internal/suppliers relating to own Human Resources area: line managers, HR Service Providers, Forensic Department, Finance Department, and Risk Department.
• Enforce the Business Continuity Planning, Management, and Disaster Recovery Readiness Testing and implement its plans.
• Prepare papers and presentations to EXCO, HR Committee, and REMCO.
• Provide high-quality analytical and business intelligence reports to support the effective management of HR’s governance.
• Establish and/or review existing Human Resources control and governance structure to ensure that it’s effective, properly maintained, and operating efficiently.
• Design, implement, and oversee the Human Resources audit program for key process areas that identify and test risks and internal controls.

QUALIFICATIONS

Education:

• Relevant Bachelor’s Degree in Human Resource Management, Commerce, Social Sciences, Business Administration; or relevant Bachelor’s degree in Applied and Physical Science, Humanities or Business-related field or equivalent qualification from a recognized Institution.
• Relevant Master’s Degree in Human Resource Management, Commerce, Social Sciences, Business Administration.
• Be a registered Member of the Institute of Human Resource Management with a valid Practising Certificate.
• Higher Diploma Human Resource Management from Institute of Human Resource Management Kenya OR Certified Human Resource Professional from College of Human Resource Management Kenya.

Experience:

• Minimum of 15 years of progressive HR leadership experience, preferably in the Banking Industry.
• Minimum of 10 years in a Senior Management / Leadership Position.
• Strong and proven knowledge of HR policies, procedures, HR Governance & Compliance requirements.
• Extensive knowledge of HR best practices, labor laws, and government regulations.

 Skills and Competencies:

• Excellent leadership, communication, and interpersonal skills, with the ability to build effective relationships and resolve conflicts.
• Strong leadership skills with the ability to influence and engage stakeholders at all levels of the organization.
• Strong problem-solving and decision-making abilities. Demonstrated experience in managing employee relations, conducting investigations, and resolving complex HR issues.
• Business & Financial acumen skills with the ability to effectively manage resources.
• Strategic thinker with the ability to drive organizational change and foster a positive work culture.
• A commitment to diversity, equity, and inclusion.

Personal Attributes:

• Integrity and ethical conduct.
• Resilience, adaptability, and the ability to work under pressure.
• Results-oriented and committed to achieving the Bank’s mission.