Job Vacancies @ Stanbic IBTC Bank – 4 Positions

Location: Lagos
Job Type: Full-Time
Level: Mid-Senior

Job Description
Operationalize the human capital strategy to enable the business unit strategy:

• Translate the group and business line's people strategy into operational plans for execution at business unit level.
• Ensure that all key decision makers in the business unit understand the links and how the people strategy will enable their business unit.
• Identify which of the standard people dashboards are most pertinent to the supported business unit. Highlight key metrics to the business executives. Help them understand what the metrics mean for their business.
• Provide input into the central business intelligence team if there are new needs from business.
• Define the people change approach for change started in the business or in Human Capital. Ensure that Business Partners are equipped with the right skills and tools to support the business through the changes. Recommend business on the level of employee and union consultation needed for key changes.

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Engage with the business unit leadership to ensure that the business is appropriately resourced:

• Find where business delivery is affected due to poor structures, resource or capability gaps.
• Work with the individual executives to make changes to their organization structures to enable better service delivery or improved commercial performance.
• Review the job architecture for the business area at least on an annual basis to decide if there has been creep in the number or grades of jobs, inconsistencies in job title conventions and look for improvements and standardization opportunities.
• Work with job family owners to adjust.
• Drive the analysis of the skills gap in the business unit by engaging with learning specialists and supplying a forward-looking view of the business requirements. Find the training and other development opportunities already available in the bank.
• In partnership with line managers and Learning and Development, develop specific interventions to address business needs where existing programs do not meet the requirements.

Advise middle and senior managers on employee engagement, performance management, talent and reward best practices:

• Drive the process of goal setting in the business unit in line with business unit aims.
• Coach senior managers on the process and quality aspects of goal setting.
• Coordinate and preside over performance moderation exercises at a senior leadership level of the business.
• Recommend line on the appropriate performance distribution given their business unit performance.
• Track all employees on performance improvement plans and check the impact of the process. Ensure that all governance requirements are met.
• Drive the talent identification, potential assessment, talent review and development planning in the business unit.
• Ensure business executive participation in development interventions and mentoring.
• Work with learning and development to find the most effective development relative to individual needs of identified talent.
• Engage with business executives across the assigned business unit to explain the reward framework and how it supports their business objectives.
• Drive the business unit budget setting for staff cost and training by supplying expertise on expected salary increases changes in the composition of the workforce and skills gaps that may surface because of new strategic focus areas in the business.
• Drive the allocation of the business unit bonus and increase pots.
• Sense check allocations of bonuses and increases across the business function and engage with business executives where changes are needed. Facilitate, challenge and support grievance processes in this regard.

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Lead a Human Capital Business Partnering Team:

• Develop a high performing team by embedding the bank's performance process, regular performance feedback and coaching. Address deficient performance. Motivate team members and ensure that they receive recognition for work well done.
• Decide development needs of the team and ensure that development opportunities (training, rotation, on-the-job learning) are budgeted for and executed.
• Interview and recruit new members of the team, including deciding the proper salary with input from the Human Capital Business Partner for Human Capital.
• Obtain a thorough understanding of the business strategy and translate it into team deliverables.
• Ensure that processes, control requirements and risk management frameworks that are in place for the area are understood by all members of the team.
• Ensure that the teams understand the compliance requirements in the function. Create actions to address gaps. Monitor compliance training attendance monthly and ensure that teams understand the importance of completing it.
• Ensure that the department has trained and adequate numbers of health and safety representatives.
• Log Risk Incidents because of operational errors or fraud in the department. Participate in formal investigations. Ensure that all events are properly analyzed and closed out.

Qualifications

• Minimum of a Bachelor's Degree in HR, Organizational Development, Social Sciences or other related fields.
• Post graduate qualification and/or Professional qualification in Human Resource Management, Social Science/Studies, or Organizational Development are added Advantages.
• Minimum of 15 years’ experience in Human Capital Business Partner within the Financial Service Industry and in Managing Senior Partners.

Behavioral Competencies:
The Individuals we are looking for must have the listed competencies:

• Empowering Individuals: This competency emphasizes the empowerment of others, which includes encouraging others, motivating as well as inspiring them.
• Embracing Change: in the context of organizations is concerned with the extent to which individuals accept challenges and change as well as the extent to which individuals cope well with uncertainty.
• Directing People: This competency emphasizes the “leading” or “giving direction” part of leadership.
• Resolving Conflict: This competency is about effectively dealing with disagreements and conflict in the workplace.
• Showing Composure: This is about the extent to which individuals can remain calm under pressure and keep poise before and during important events.
• Technical Competencies

The Individuals we are looking for must have the listed competencies:

• Business Acumen: The ability to analyze business financial performance as well as competitor and external factors as it would apply to the people practice in the organization.
• Workforce Planning: Knowledge of the concepts, principles and practices related to deciding workload projections and current and future competency gaps.
• Human Resource Consulting: The ability to engage with leadership, managers and employees using a consultative and engaging approach while balancing the needs of the employee with that of the employer.
• Managerial Budgeting: The ability to plan the work unit budget and manage income and expenditure, through responsible implementation of policies, practices and decisions.
• Talent Management: Knowledge and practical skills in the identification of talented individuals, assessment of potential, creation of develop plans and developing retention and engagement activities for these individuals.
• Organization Planning and Design: The ability to design organizational structures using Levels of Work, business processes and organizational strategic aims.
• Change Management: The ability to ensure that isolated and independent organizational change actions are integrated and sustained through a disciplined change process. Ability to apply change management principles and techniques for planning and implementing change in an organization.

Application Closing Date
Not Specified.

Method of Application
Interested and qualified candidates should:
Click here to apply online

Note: Only Shortlisted Candidates will be contacted.

Location: Lagos
Job Type: Full-Time
Level: Mid-Senior

About the Job

• Act as the knowledge expert and coordinates awareness of ER policies, processes and procedures to the People & Culture (P&C) team and Business Units (BU) in-country
• Ensure that all ER policies, processes, and procedures are compliant with country labour legislation and any other statutory requirements.
• Implement processes and procedures that will ensure the effective review of the application and use of these policies, processes, and procedures.
• Safeguard the integrity and reputation of the Bank by ensuring that all support, training, and advice given is aligned to Bank governance standards, legal and regulatory requirements.
• To anticipate, manage and resolve through appropriate procedures and processes individual and collective disputes that arise in a manner that is both fair and just.
• Drive effective communication and feedback of ER processes and data to P&C and business heads.
• Manage and monitor collective bargaining issues internally and externally,
• including representing the Bank at external dispute resolution bodies such as Conciliation, Mediation and Arbitration proceedings and at appropriate Forums, Labour Ministry Offices or Court if required.

Requirements

• Candidates should possess a relevant qualification.

Application Closing Date
Not Specified.

Method of Application
Interested and qualified candidates should:
Click here to apply online

Location: Lagos, Nigeria (On-site)
Job type: Full-time
Level: Mid-Senior level

About the Job

• Provide input into the operational and strategic planning in the business area by providing a view on the strategic priorities that have been identified for People and Culture at a group and business line level.
• Analyse the impact of internal (projects, systems, process, structure) changes as well as external (market dynamics, labour issues, regulatory changes, union involvement) on the people in the business area. Ensure that the business is adequately prepared to deal with the people impacts. Create and drive the implementation of transition plans.
• Taking into consideration business plans for expansion or disinvestment, support line managers to plan their workforce requirements for the year ahead. Proactively identify gaps and create improvement plans with support from resourcing and learning teams. In business areas where the functionality exists, work with workforce planning or productivity managers to ensure that People and Culture governance is adhered to.
• Continuously engage with employees and line managers in the business unit to determine the level of engagement. Identify areas of concern and address with the business unit's leadership.
• Track all employees on performance improvement plans and monitor closure/exit. Monitor the performance improvement process and ensure that governance and documentation standards are adhered to.
• Ensure a thorough understanding of all People and Culture processes and policies. Guide line managers across the business on how to interpret and apply the requirements and what the business benefits are of doing so.
• Act as the change champion for improvements in People and Culture processes and systems by explaining the benefits to line managers. Call on support from the group teams in the change management process if needed.
• Conduct detailed trend analysis on metrics and indicators to create a proactive view of emerging risks in the business area. Provide a summary view to the business together with potential mitigation plans.

Application Closing Date
Not Specified.

How to Apply
Interested and qualified candidates should:
Click here to apply online

Location: Lagos
Job Type: Full-Time
Career Area: Financial Services

About the Job

• Monitor expenditure patterns and provide input on forecasted expenditure, contributing to budget preparation and budget management.
• Identify opportunities to maximise funding options for the specific business area by collaborating with the teams that liaise with local regulators and training bodies to make the appropriate funding recommendations.
• Facilitate a digital innovation learning approach by linking learning objectives to the Standard Bank competency library framework and recommending appropriate learning experiences to address capability and performance gaps; recommend Group core and universal learning experiences to supplement the business specific learning initiatives.
• Contribute to the assessment of learning impact on the business by providing feedback on whether the digital landscape of learning remains fit-for-purpose and future-proof whilst maintaining the relevancy of learning for current, evolving and future learning priorities.
• Monitor the implementation of guidelines for the display and safe-keeping of learning-specific content across learning solutions; suggest improvements to enhance usability and enable integrated data/insights and people driven decision making.
• Check the integrity of data collated, assessing systems used and reports received to ensure the quality of information gathered and generated meets the required standards.
• Monitor relevant learning subscriptions to ensure optimal utilisation of programme and software licenses, ensuring inactive licenses are redistributed and are allocated to positions where they will add value.
• Achieve compliance with standards in terms of learning content and use of assessors and moderators by engaging with the learning operations team to support the process of regulatory engagement on the formal accreditation of learning programmes where accreditation is required.

Application Closing Date
Not Specified.

Method of Application
Interested and qualified candidates should:
Click here to apply online

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