Careers at Rose Avenue Group

Job Responsibilities

Strategic Leadership & Business Growth

• Develop & execute SME & Corporate Banking strategy aligned to Bank strategy.
• Drive portfolio growth across Corporate, SME, Asset Finance, Ecosystems, and Transactional Banking.
• Identify new growth sectors, high-value corporate clusters, and SME value chains.
• Oversee Trade Finance, structuring, and treasury-linked transactions.
• Champion customer-centric, solutions-driven culture.

Corporate Banking Leadership

• Expand & diversify corporate portfolio across priority sectors.
• Oversee relationship management, deal structuring, syndicated lending, trade finance, cash management.
• Strengthen coverage, deepen wallet share, enhance profitability.
• Improve turnaround time, product responsiveness, credit quality, and service delivery.

SME Banking

• Scale SME lending via segmented value propositions.
• Enhance asset finance, working capital, unsecured SME lending frameworks, sector-specific offerings.
• Drive customer acquisition, retention, and migration across micro-SME-corporate levels.
• Introduce capacity-building, financial literacy, structured SME support programs.

Ecosystems & Transactional Banking

• Develop & scale ecosystem/value-chain banking.
• Increase transactional revenues through cash management, digital payments, collections, POS/merchant acquiring, API integrations, embedded finance.
• Build ecosystems around corporate anchors (manufacturers, trading houses, schools, hospitals, agribusiness).
• Strengthen partnerships with fintechs, aggregators, digital platforms, and government agencies.

Portfolio Quality, Risk & Compliance

• Maintain healthy loan book via prudent credit underwriting, monitoring, early warning frameworks.
• Collaborate with Credit & Risk to maintain acceptable Portfolio at Risk (PAR) levels and minimize impairments.
• Ensure adherence to CBK regulations, AML/KYC, compliance guidelines, internal credit policies.

People Leadership & Capability Development

• Build high-performing teams in Corporate, SME, and Ecosystem Banking.
• Drive performance culture, coaching, capability development, career paths.
• Foster collaboration with Digital, Operations, Treasury, Product, Risk functions.
• Role-model leadership behaviors aligned to Bank’s Culture Code.

Other Requirements

Academic & Professional Qualifications

• Bachelor’s in Business, Finance, Economics, Banking, Commerce, or related field.
• Master’s preferred (MBA, Finance, Strategic Management).
• Professional certifications (CDCS, CFA, ACCA, AKIB, CIB) advantageous.

Experience Requirements

• 10–15 years in Corporate, SME, Commercial, or Relationship Banking.
• At least 5 years in senior leadership roles managing large portfolios and teams.
• Proven track record in portfolio growth, large deal structuring, sector strategy, ecosystem/transactional revenue, credit risk management.
• Experience in high-growth or transforming institutions desirable.

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Job Responsibilities

Strategic Leadership & Digital Transformation

• Develop and execute the Digital & Innovation Strategy aligned to the corporate strategy.
• Lead the enterprise digital roadmap (automation, STP, digital channels, fintech partnerships).
• Champion innovation culture; embed agile ways of working.
• Design frameworks to scale Corporate, SME, Retail, and Digital Banking.
• Collaborate with management to support Tier-1 transition agenda.

Innovation Hub (BPR & Product House) Oversight

• Oversee Business Process Re-engineering (BPR) to remove inefficiencies and automate workflows.
• Lead Product House for customer-centric product development and lifecycle management.
• Drive digital product innovation using design thinking, market intelligence, ecosystem insights.

Digital Financial Services (DFS) Leadership

• Lead growth of DFS channels (mobile, agency, internet, USSD, APIs, merchant solutions, cards, digital lending).
• Advance ecosystem-based banking and fintech/telco partnerships.
• Enhance platform reliability, security, uptime, and customer experience.

Data Science, Analytics & Automation

• Establish Data Science & Analytics function with strong governance.
• Drive predictive analytics, credit scoring, fraud analytics, segmentation, customer insights.
• Build automation capabilities (RPA, AI/ML, workflow tools).

Technology & Innovation Governance

• Collaborate with CIO on digital architecture, systems, infrastructure, cybersecurity.
• Establish digital governance, KPIs, dashboards, benefits-tracking frameworks.
• Ensure compliance with CBK, Data Protection Act, ICT security standards.

Stakeholder Engagement & Change Leadership

• Influence adoption of digital-first mindsets and agile methodologies.
• Communicate innovation priorities to Board, Strategy Committee, ExCo.
• Build relationships with regulators, partners, fintechs, and industry bodies.

Other Requirements

Academic & Professional Qualifications

• Bachelor’s in IT, Computer Science, Engineering, Data Science, Business, or related field.
• MBA or related discipline preferred.
• Professional certifications advantageous: Agile, Scrum Master, Product Management, Digital Transformation, Data Analytics, Lean Six Sigma, Project Management.

Experience Requirements

• 10–15 years in digital transformation, innovation, technology-driven business growth, fintech partnerships, product development, or analytics (financial services or related).
• At least 5 years in senior leadership/executive role driving digital banking or transformation.
• Proven success in launching digital products, scaling platforms, leading automation.
• Experience managing cross-functional teams (technology, product, innovation, analytics).

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Job Responsibilities

Strategic HR Leadership & People Strategy

• Develop and implement People & Culture Strategy aligned to corporate strategy and Tier-1 aspirations.
• Serve as strategic advisor to CEO on people matters, culture risks, organizational effectiveness, and workforce planning.
• Drive HR transformation, modern HR systems, and digitization (HRIS, LMS, performance automation).
• Ensure HR policies, frameworks, and practices are competitive, compliant, and aligned to best practices.

Culture Transformation & Change Management

• Lead design and execution of Culture Transformation Roadmap.
• Embed leadership behaviors, values, and culture codes supporting productivity, agility, accountability, and innovation.
• Champion change management initiatives for strategy execution, digitization, and restructuring.
• Facilitate workforce transition programs, communication strategies, and engagement initiatives.

 Learning, Leadership Development & Capability Building

• Oversee Learning & Leadership Academy, role-based learning maps, capability pathways, and leadership programs.
• Implement annual leadership assessments (360°, psychometrics, potential assessments).
• Build internal talent pipelines, accelerate leadership readiness, and support succession planning.
• Strengthen managerial capability to drive results, coach teams, and support transformation programs.

Talent Acquisition, Performance & Workforce Planning

• Lead end-to-end talent acquisition strategy for all divisions.
• Institutionalize Performance Management Framework anchored on Balanced Scorecard.
• Drive workforce planning, staff establishment review, and organizational design improvements.
• Oversee performance contracting, calibration, coaching, and differentiated rewards.

Employee Relations, Welfare, OSH & Compliance

• Provide oversight for employee relations, industrial relations, disciplinary frameworks, and labor law compliance.
• Build collaborative relationships with unions, regulators, and labor institutions.
• Strengthen welfare programs, wellness initiatives, OSH compliance, and psychologically safe work environment.
• Mitigate people-related risks including compliance lapses, ER disputes, attrition, and talent gaps.

Shared Services, Compensation, Benefits & HR Operations

• Oversee HR shared services (payroll, benefits administration, HR operations, employee data management).
• Develop market-aligned compensation structures, job evaluation, benchmarking, and reward policies.
• Drive efficiency, automation, and service-level improvements across HR operations.
• Ensure HR budgeting, cost management, and people analytics support productivity and strategic objectives.

Other Requirements

Academic & Professional Qualifications

• Bachelor’s in HR, Organizational Development, Psychology, Business Administration, or related field.
• Master’s preferred (HR Management, MBA, Organizational Leadership, Industrial Psychology).
• Professional HR certification required (CHRP-K, SHRM-SCP, CIPD, SPHR).
• Additional advantage: certifications in coaching, OD, change management, leadership development, HR analytics, compensation, and HR technology.

Experience Requirements

• Minimum 10–15 years progressive HR leadership experience; at least 5 years in senior/executive role.
• Experience in organizational transformation, culture change, and people strategy development.
• Strong background in compensation, performance management, HR systems, and talent development.
• Proven ability to lead multi-disciplinary HR functions (Talent, ER, L&D, HR Operations).