Head Of Human Capital For Alliances & Corporate Functions

Head of Human Capital for Alliances & Corporate Functions To develop and execute human capital strategies that align with the bank's overall goals and objectives.

Overseeing all aspects of the employee lifecycle, fostering a positive and inclusive workplace culture, and ensuring the development and retention of top talent within the bank. As a strategic business partner, provide strategic guidance and leadership to the executive team on all people and culture matters.

Creating a high-performing workforce that supports the bank's strategic objectives.

KEY PERFORMANCE INPUTS:

1. Management of Resources: Manage and develop subordinate(s): Performance management in terms of contracting, reviews and poor performers, Training and development, Employee relations. Manage people efficiencies through leave management, headcount budget, fixed term contracts, staff movements, secondments, staff utilization. Take appropriate disciplinary measures as required. Facilitate induction of new staff within one month of joining the organization.
2. Strategic Human Capital Leadership: Develop and implement a comprehensive people strategy aligned with the overall business strategy. Oversee the end-to-end HC delivery at the vertical or business unit level. Provide strategic guidance to the executive team on human capital matters, including talent acquisition, employee development, and workforce planning. Align people and culture strategies with the financial goals, risk management objectives, and growth plans of the bank. Implement effective talent management strategies, including succession planning, career development, and performance management. Collaborate with business leaders to identify and address skill gaps, ensuring the workforce is equipped to meet the evolving needs of the banking industry. Lead HC initiatives that support the bank's adaptation to industry changes and market dynamics.
3. Partnership and Management of the HC Environment: Translate the group and business unit's people strategy into operational plans for execution at vertical / BU level and align HC initiatives with business strategies. Ensure the integration of the Human Capital calendar into the business calendar. Proactively brief vertical / BU leadership at the start of major events in the Human Capital calendar. Develop strategic workforce plans that address skill gaps and support business growth.
4. Training and Development: Oversee the design and implementation of training and development programs to enhance employee skills and competencies. Lead and advise on organizational restructuring efforts based on strategic shifts, managing change processes to minimize disruptions and ensure smooth transitions. Define the people change approach for change initiated in the business unit.
5. Performance Management: Ensure that Business Partners are equipped with the right skills and tools to support the business through the changes. Coach leaders on effective communication strategies and implementation of people and culture strategies at vertical / BU level. Collaborate with business leaders and Talent Management teams on effective recruitment strategies to attract top talent in the vertical / BU. Oversee the recruitment process for EL and above roles, including interviewing and onboarding. Provide data-driven recommendations to support business decisions and align HC metrics with key performance indicators. Oversee performance management processes, including goal setting, feedback, and evaluations. Oversee employee relations, handling issues such as conflict resolution, disciplinary actions, and grievance procedures. Ensuring fair and consistent application of HC policies and procedures. Foster a positive and inclusive workplace culture that encourages employee engagement, collaboration, and innovation.
6. Budget Management: Develop an annual HC budget based on strategic objectives. Align budget allocations with key HC initiatives, such as talent acquisition, employee development, and retention programs. Develop a budget for employee training and development programs. Allocate resources for both internal and external training initiatives. Implement budget tracking mechanisms to monitor actual expenditures against planned budgets. Develop metrics and reports to measure the effectiveness of HC initiatives and their financial impact. Develop forecasting models to anticipate future HC budget needs. Plan for contingencies and allocate funds for unforeseen HC challenges. Provide updates on budget performance, expenditures, and financial impacts.
7. Treating Customers Fairly and Compliance: Create and maintain productive relationships with internal and external clients by providing advice and assistance. Create understanding of the 'real' versus 'perceived' need through experience and expertise while complying with company policies, legislation, and regulations. Keep the client informed about progress through written communication, telephone communications, and/or face-to-face meetings. Build a positive image by exceeding client expectations at all times. Treat internal and external customers fairly at all times.

MINIMUM REQUIREMENTS:

Master's degree in human resources / organizational development / industrial psychology / business administration or related field. Professional Certifications: SABPP HR Professional registration / Senior Professional in Human Resources (SPHR / SHRM). Minimum 10+ years of progressive experience in human capital and people management with 5+ years' experience of proven leadership and strategic management, ideally in a senior HC role.

Seniority level: Executive
Employment type: Full-time
Job function: Human Resources
Banking