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Main Purpose of the Job

Responsible for designing, implementing, and evaluating the Bank’s organisational development initiatives. To ensure smooth roll-out of strategic organisational effectiveness projects including but not limited to employee engagement survey and initiatives, performance management processes, career development, talent management activities, change management and culture building programmes.

 

Duties/Responsibilities

Financial Perspective

• Coordinates the development and approval of the talent management budget.
• Ensure alignment of spending to key business strategy imperatives.

Customer/Stakeholder Perspective

• Ensures that there is a talent pool to meet talent needs of the Bank.
• Provision of subject matter expertise on Talent Management.
• Provides thought leadership and expertise on leading practices and benchmarks in Learning and Development.

Internal Processes Perspective

• Identification of talent within the Bank
• Assessment of talent
• Development of talent
• Reward of talent
•  Monitoring of talent pool to review engagement and risk levels
• Develop networking initiatives to attract future talent
• Develops and recommends for approval, the Bank’s succession plan
• Manages talent pipeline to ensure sufficient resources to take the organisation into the future
• Collects and coordinates aggregate data for talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.
• Identify critical and specialised positions for succession planning purposes
• Provides career counselling and planning to trainees and top talent
• Develops and implements a mentorship programme
• Ensures there is a pool of trained mentors all the time
• Develops diversity policies and initiatives
• Translate equality legislation into practice to ensure the Bank meets statutory requirements
• Monitors trends on diversity and inclusion and recommends policy amendments
• Develops talent management strategies that are aligned to the Bank’s strategic goals
• Formulates, initiates and oversee staff retention policy for the Bank
• Develop change management policies, programmes and initiatives
• Advises on the restructuring of business units
• Ensure that employee exit programmes are aligned to TMS and business needs
• Facilitates employee engagement survey
• Cascading of survey results
• Develops, reviews and maintains detailed accurate records of job profiles and job specifications for every position in the Bank
• Investigates, reviews and analyses organisational structures
• Monitoring of local and regional labour market, legislation and trends advise accordingly
• Coordinates job measurement and grading exercise in the Bank
• Designs, reviews and recommends salary grades and pay structures
• Undertakes job market intelligence research
• Produces periodic reports (monthly, quarterly, and annually) on organisational development and talent
• Produces input reports for the Quarterly Board Paper.
• Ensures compliance with governance in terms of legislative and audit requirements.
• Formulates, develops, and reviews organisational development and talent policies
• Contributes to the Human Capital Department’s strategy formulation, cascading and implementation
• Oversees and facilities Top Talent Selection Committee
• Facilitation of the Annual Talent Review/Succession Planning Cycle
• Manages specific projects as determined in the Human Capital planning process and participates in functional and cross-functional activities.

Learning and Growth Perspective

• Manages own personal development.
• Supports team members in meeting their performance objectives.
• Undertakes such other duties as directed by Deputy Director and/or Director.

 

Qualifications and Experience

• Master’s degree in Social Science majoring in human resources management, sociology, psychology, law, management, public/ business administration, or related field
• Six years post qualification experience in the Human Resources or Management Services field in a major organisation
• Bachelor’s degree in Social Science majoring in human resources management, sociology, psychology, management, public/business administration, or related field
• Eight years post qualification experience in the Human Resources or Management Services field in a major organisation 
• Specialisation in talent management tools and processes
• Membership to a recognised HC professional body

 

 

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