Human Capital Manager at Standard Bank Group

Job description

Human Capital: attracting and retaining key talent, providing learning and development initiatives, governance of performance management and reward schemes, centres of excellence to drive and embed Standard Bank values and culture.

Job Purpose

To enhance the achievement of business unit and overall Bank objectives through the implementation of the Human Resources strategy, policies and practices.

Manpower Planning

Key Responsibilities/Accountabilities

• Prepare Human Resource forecasts in consultation with Business Unit Heads.
• Facilitate the Career and succession plans for key resource people and key positions.
• Support the development of Talent management within the Business Unit by enabling the Business Unit to attract, retain and motivate talent.
• Advise BU on the Exit trends and propose measures for talent retention.
• Reports: Provide call reports, succession planning reports, Turnover reports, Leave, disciplinary, grievance, and staff movement reports plus any that may be required by the Head of HR.
• Resourcing ( Recruitment, Selection and Placement)
• Identify the best source of candidates and tap into the market
• Undertake strategic resourcing initiatives such as head hunting, Market intelligence, Talent acquisition.
• Undertake interviews for short listed candidates
• Train and support line managers on the recruitment process
• Ensure proper orientation and induction 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
• Facilitation of induction of new employees in liaison with L&D consultant.
• Communicating regularly to candidates identified after interviews to keep them warm.
• Communicating to successful candidate on their offers.
• 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.
• Work with Change Manager to design HR change processes to reflect the business strategies of the Business Units.
• 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 Head of HR in inculcating a shared mindset and foster employee loyalty to the Bank’s values.
• Learning And Resource Development/Management
• Support the L & D consultant in establishing the skill gap within Business units and facilitate TNA.
• Co-ordination of the delivery of training programs with the Head of L& D
• Facilitate selected training and in consultation with L&D
• Monitor and implement capacity building initiatives that are directed to continuous on the job learning and staff career development
• Performance Management
• Oversee roll out and cascade of the Bank’s performance management approach 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 by way of proposing bonus awards as well as merit increments
• Talent Management
• 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.
• Employee Relations
• Supporting and advising the Head of HR and Business Units on the opportunities for improvement of employee relations.
• Champion and enforce labor 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)
• Ensure industrial harmony is in place.
• 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.
• Alternate Secretary to HR Committee & Hearing Committee
• Ensure smooth termination process for employees, resignations and negotiated terminations.
• Champion employee wellness programs
• Relationship Building and HR Branding
  Visit Divisions/departments/Branches to support and advise on Human Resources challenges and issues facing the business units. (half – yearly and as may be necessary).( Road Shows)
  Review SBU/Branch meeting minutes for any Human Resource Related issues and resolve/cascade/escalate the same accordingly.
  In liaison with Divisional/departmental/Branch/Unit heads, ensure that leave plans are in place and are adhered to and that Leave Liability is managed.
• People and Culture
  Champion the values of the bank and its culture in relationship encounters with staff and in relationship visits to the assigned departments.
  Attend MANCO meetings of allocated divisions and offer expert HR advice on people matters with focus on culture of the bank.
  Administer culture surveys and communicate initiatives designed from the same
  Liaise with departmental and division heads to ensure that new staff are allocated mentors and review periodic mentoring reports on the staff.

Preferred Qualification And Experience

• Degree in Human Resources Management or a related field.
• Post graduate diploma in HR
• 4 years experience working in a busy/ commercial HR environment.

Knowledge/Technical Skills/Expertise

• Change Management skills
• Learning Management skills
• Performance Management skills including counseling and mediation skills
• Negotiation skills
• Knowledge of the Labour legislation
• Remuneration And Reward Management
• Knowledge of the business
• Proficiency in Computer packages.
• Knowledge of Human Resources Best Practices