Senior Manager, Talent Management \u2013 Job Description
\nJob Overview<\/p>\n
Job Title:\u00a0Senior Manager, Talent Management
\nReports to:\u00a0Head of Human Resources
\nUnit:\u00a0Human Resources (HR) Division
\nDivision:\u00a0Human Resources (HR)
\nGrade: 6
\nJob Purpose Statement<\/p>\n
Accountable for leading the talent acquisition function and help the organization hire top talent in a timely, efficient & cost-effective manner while promoting diverse & inclusive hiring practices. Accountable for developing and implementing learning strategies and programs and tracking learning effectiveness. The job holder will also be accountable for creating and implementing HR Plans that support optimal business performance, providing support in driving departmental productivity, performance culture and overall business performance.
\nKey Result Areas
\nFinancial (30%)<\/p>\n
Plays a leading role in the designing and implementation of business-wide recruiting processes, applicant tracking systems, management reporting, and vendor management.
\nOversees the quality of performance management process, maintenance of accurate performance management data, feedback and reporting process.
\nPlays a leading role in driving and tracking of employee\u2019s performance, through collating of quarterly and annual performance review outcomes and reporting on key challenges and success experienced in the performance management process.
\nLead development of Learning and Development strategy, framework, and the Learning Academy execution for the organization.
\nStructure and implement productive learning and talent development components of the collective manpower plan at the lowest cost, thus attaining a desired profit per head ratio against the defined strategy roadmap.
\nDevelop annual training programs and annual training calendar, which supports business strategy and complies with regulatory requirements.
\nOversee and continuously review a talent management programme to establish career paths, cultivate leadership capacity, and ensure retention of high performers through access to personal development opportunities such as coaching and mentoring, networking, talent rotation, and secondment.
\nDevelops innovative sourcing strategies and procedures and ensures that there is a consistent and positive candidate experience, which increases the prospects of acquisition and retention of talent for the business.
\nDefining and driving team objectives to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring and hiring manager and candidate satisfaction.
\nConducts research and translates trends into creative and innovative practices, maintains a strong understanding of how the innovative trends and competitive landscape affect the business, and identifies the most suitable recruiting approaches that support high performance hiring.<\/p>\n
Customer (30%)
\nWork jointly with stakeholders and team to ensure the implementation of people strategies within the assigned divisions and\/or departments more so:
\nEmployment opportunities listing<\/p>\n
Accountable for the effectiveness of the Human Resources Business Partnership model in supporting the assigned divisions and departments strategically.
\nEffective implementation of the hiring systems (policies, processes and tools) in attracting and selecting people with competitive attributes and skills.
\nRealisation of performance (result-oriented) culture, evidently driven by suitable performance management practices and leadership development programmes.
\nEnsure that the talent HR Analytics outcomes are relevant in supporting talent management within the assigned divisions and\/or departments.
\nEnhance the divisions and\/or department\u2019s talent and capabilities through development and implementation of learning and development strategies and systems that are effective in enhancing productivity, mitigating impact of high staff turnover driven by labour market environment.
\nEnsure the provision of the highest quality of human resources shared services.
\nLook after employee engagement and the creation of quality of leadership experienced which translates into innovation, conducive work environment.<\/p>\n
Internal Business Processes (20%)<\/p>\n
Collectively drive the HR Division\u2019s adherence to approved policies and procedures and provide feedback on the same so as to keep them competitive.
\nBe an advocate for a continually improving way of working within the team to drive efficient and impactful engagement and accurate delivery of service.
\nProactively participate in organisation projects.<\/p>\n
Learning and Growth (20%)<\/p>\n
Maintain own high performance and work closely with the team leader in the functional management of the HR Business Support Officer.
\nOwn up-to-date and actioned competency assessments and development plans.
\nNil disruption to business \/ loss of business due to lack of own succession and back-fill.
\nMaintain the desired Leadership \u2013 360-degree feedback score.<\/p>\n
Job Dimensions
\nReporting Relationships
\nFunctional Reports<\/p>\n
HR Business Support Officers
\nGraduate Trainees<\/p>\n
Indirect Reports<\/p>\n
Interns<\/p>\n
Stakeholder Management
\nExternal<\/p>\n
Customers, Suppliers, Financial Institutions, Industry Players, National and County Governments, Regulators, Etc.<\/p>\n
Decision Making Authority \/ Mandates \/ Constraints<\/p>\n
Recommendation of the appropriateness of the unit\u2019s structure, division policy, procedures and tools.
\nApproval of staff costs and headcount within the approved limit.
\nRecommend appropriateness of staff communication.
\nApproval of expenditure categories within discretionary powers delegated through the Group Director HR provided that such expenditure is within the approved strategy and annual budget for the organisation.<\/p>\n
Work Cycle and Impact
\nContribution to the 5 year bank strategy, development and implementation of the annual people strategy, translating the strategy into operational models and performance scorecards.
\nEmployment opportunities listing
\nIdeal Job Specifications
\nAcademic
\nBachelor\u2019s degree from a recognized accredited university.
\nProfessional
\nAt least 10 years\u2019 experience in HR, 5 of which should have been in a management capacity in a similar sized organisation.
\nDesired Work Experience<\/p>\n
Proven track record of consistently supporting the achievement of an organisation\u2019s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.
\nIn-depth knowledge of the local banking industry, banking products, banking services and banking regulations.
\nSound working knowledge and understanding of all labour regulations and practices.<\/p>\n
Technical Competencies
\nHR Management All rounded HR practitioner who engages with stakeholders at the highest levels across the organisation. Continuously gathers evidence to determine the value the organisation is delivering today, and needs to deliver in the future, and puts in place and drives the necessary strategies and frameworks maintain and grow positive engagement. Contributes to policy development for the HR field within country \/ region.
\nBanking and Commercial Acumen\u00a0Seasoned commercial thinker, proficient with depth of experience in areas of business and banking. Ability to adapt to and work in different functions.
\nLeadership\u00a0Is a change catalyst, can initiate and implement change to enhance teams and organisations delivery. Creates an environment that benefits everyone in it and lifts the entire organization. Has the political intelligence to navigate a way through diverse stakeholders\u2019 agendas and the resilience to sustain high performance under continued pressure and adversity.
\nBehavioural Competencies
\nEmotional Intelligence\u00a0Knows own strengths and limits; aware of own emotions and the effect they have on others and has the self-control to keep disruptive emotions and impulses in check.
\nSocial and Cross-cultural Awareness\u00a0Interacts with people (colleagues, customers, stakeholders and the public at large) in different social and cultural environments, showing respect and positive regard for them in an ethical and appropriate that are consistently with the values of the organization.
\nAgile Able to change plans, methods, opinions or goals in light of new information, with the readiness to act on opportunities.
\nThis JD is signed-off with reference having been made to the organisation\u2019s core values and aligned competencies against these values.<\/p>\n
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