Job Summary
To provide direction, in partnership with the business leadership teams and Human Resources (HR) colleagues on the people agenda which will help the business deliver excellent results. Work in conjunction with colleagues in other parts of the Emerging Markets Cluster to deliver consistent approaches via common frameworks, cutting out duplication and inefficiency.
To develop a functional human resources operating model and framework in a broadly defined business functional strategy, enabling horizontal implementation and adoption
Job Description
Commercial awareness and strategic partnering:
- Demonstrates a deep understanding of the global marketplace, competitive position and commercial drivers for a complex, large scale business.
- Uses business acumen/perspective to translate the Business Unit strategy into a clear people agenda within the direction set by the bank and global People function for a business with multiple core lines of business.
- Is a strategic partner to the Business Unit CEO’s/functional leaders in a fast moving, complex and developing environment. Uses analytics, data, and trends both internally and externally to diagnose Business Unit issues and recommend effective solutions.
- Manages external networks and is well connected in the appropriate bodies to shape the external perception of Absa Bank Uganda Limited to be able to attract the best capabilities to the organization and have influence in the marketplace.
- Articulates strategy and can translate into actions and results for the function.
Trusted Advisor:
- Owns the relationship with the Business Unit leadership as a trusted advisor.
- Demonstrates influence and credibility with senior leaders across the business.
- Actively assists the CEO to build the effectiveness and develop the top team appropriately and processes.
- Ensure Diversity and Equality initiatives are implemented.
Ownership of the end-to-end HR delivery:
- Operates as the relationship manager for the customer base and is responsible for broking People Specialist and Operations to execute on the defined people strategy.
- Works with the Business Unit leadership to identify and develop talent and robust succession for the area. Has a high level of focus on customer relations.
- Drives a culture of customer centricity and responsiveness across all People Function teams.
- Able to prioritise, manage and lead a team of specialist to deliver across a Pan African agenda.
- Drive the delivery of key People initiatives through employing the appropriate change and project management disciplines across the People value chain.
- Takes the business priorities and translate these into People Strategies and takes end-to-end ownership for delivering the following key.
People processes to their client:
- Translate business strategy into people strategy and ensuring that workforce planning is embedded whilst providing People analytics that deliver relevant insights.
- Support and drive major change and People Function Projects.
- Specify capability gaps and define talent pools in conjunction with the Functional Leader.
- Takes ownership of strategic resource planning and delivery and participate in executive and senior role hiring.
- Takes responsibility for Business Unit talent reviews, succession planning activities and talent and capability development. o Deliver Leadership and Learning programmes via specialists, specifies internal capability gaps and ensure relevant assessments, development and coaching in place. o Drive the Business Unit reward and performance strategy and provide input and manage the executive compensation and ownership of pay cycle and reward plan delivery.
- Ensure effective employee engagement for the Business Unit in conjunction with the Functional Leader, supporting the People Operations planning and service quality management.
Leading teams
- Ensure the development of a high performing team through embedding formal Performance development and informal coaching. Determine and analyse training and development needs for team members.
- Establish and maintain a succession plan for the team using the formal talent management process. Interview and recruit direct reports. Develop appropriate engagement plans to drive heightened employee engagement.
Finance and Risk Management:
- Sets the people risk philosophy and principles for the People Function. Understands cost drivers and manages budgets successfully.
Education And Experience Required.
- Minimum is a bachelor’s degree in human resources, Organizational Psychology, or related course.
- Membership in a relevant professional body or associations is an added advantage.
- At least 5 years’ experience at senior level management in Human Capital.
- Chartered Institute of Personnel Development qualified, or similar post graduate qualification and evidence of continued professional development is an added advantage.
- The role holder will be a Locally Regulated Approved Person who initially and ongoing meets the ‘fit & proper’ criteria and standards.
Knowledge & Expertise.
- HR Planning, forecasting & execution.
- Detailed knowledge of external HR best practice.
- Comprehensive understanding of Group, Business Cluster and HR strategy
- Significant HR experience as generalist experience or HR consultant
- Mergers &Acquisitions expertise.
- High Performance Organization background.
- Top Grading experience
Technical Skills / Competences.
- Resourcing
- Organisational Diagnosis
- Influencing, coaching and facilitation
- Transformational change management
- Commercial management
- Delivery management
- Reward Management
- Performance Development Management
- Talent Management
- Employee Communications
- Leadership Culture
- Governance and Control – People Risk
Education
Postgraduate Degrees and Professional Qualifications: Business, Commerce and Management Studies (Required)
