Job Purpose
Support the HCBPs, line management and staff through delivery of a professional Human Capital (HC) service to a portfolio of business entities i.e. EFs, PBB and CIB, by means of a dynamic business partnership. This includes minimising human capital risk through ensuring appropriate systems, communication and controls are in place, complied with and followed.
Key Responsibilities/Accountabilities
- Support and facilitate change initiatives within the different business areas
- Participate in a multi-disciplinary approach to change management (e.g. co-ordinating all the resources required to successfully implement new initiatives) encourage and facilitate communication
- Maintain a relationship with the HC Shared Services, L&D and other stakeholders (within the country and in Centre) and through this ensure effective management of personal files information, ensure that files are upto date with necessary records; also that internal controls are adhered to, and that risk is adequately managed.
- Manage and implement recruitment and selection processes in line with the bank strategy for assigned areas in such a way that efficiencies are achieved and BUs and branches are optimally resourced.
- Monitor wastage and recruitment trends at your area of responsibility and where necessary implement corrective measures, in conjunction with the HCBP and line managers.
- Facilitate continual upskilling of line management with regard to selection and recruitment techniques.
- Provide support to line management in dealing with staff exits so that the costs associated with these is minimised.
- Set targets and development objectives, in conjunction with HCBPs and line management.
- Facilitate succession planning, which influences decisions around key posts/roles and HIPO staff, to ensure logical and managed career progression, designed to meet future resourcing requirements
- Guide and coach line staff in the principles of performance management (EPM).
- Co-ordinate the different stages of EPM to ensure that effectiveness and efficiency are achieved and monitor progress/adherence to calendar or processes.
- Assertively facilitate the management of poor performance. This may include an independent analysis of information, which would highlight the need for HC intervention.
- Participate in management of talent
- Keep abreast of labour legislation and SBG ER frameworks in order to ensure compliance, minimise ER risk, anticipate changes and manage the impact on the area.
- Educate line management on labour relations matters (such as the Labour Code and its amendments) through the delivery of workshops/presentations or other related exposure e.g. consultation with HCBPs and other specialists
- In liaison and under guidance of HCBPs provide a coordination role on employees support services, through the appointed service provider i.e. ICAS
- Attend to requests for support, guidance and advise from line management and staff on respective wellness needs.
- Manage and facilitate practical implementation of staffing options (Temps or Fixed Terms Contractors (FTC’s) to optimise the area’s resourcing requirements, while containing employment costs, operational and employee relations (ER) risk.
- Provide education to line on reward issues related to the day-to-day management of staff, as well as other more specific initiatives that are critical i.e. talent remuneration.
- Manage remuneration costs (both individually and at BU or branch level) in relation to the contribution to business objectives. Be up-to-date with the latest information through published salary surveys, Group Reward frameworks and other related sources.
- Ensure an efficient payroll service to employees and line management through submissions and query management with HC Shared Services
Preferred Qualification and Experience
- Human resources degree or equivalent.
- Basic understanding of banking business to support a business partnership (business acumen).
- Knowledge of human resources policies and procedures.
- Knowledge of labour legislation and practice.
- Awareness of socio-political/economic issues and the implications of these for the labour market
Knowledge/Technical Skills/Expertise
- Awareness of socio-political/economic issues and the implications of these for the labour market.
- Talent management framework
- Workforce and succession planning principles and practices.
- Recruitment and selection principles, practices and systems.
- Working knowledge of reward policy, practices and systems.
- Good knowledge of HC data systems and record keeping.
- Change management principles and practices.
- Performance management knowledge
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