Job Vacancies @ Stanbic IBTC Bank – 5 Positions
Stanbic IBTC Bank is recruiting to fill the following positions:
1.) Data Entry Specialist
2.) Senior Business Partner - Fintech, People and Culture
3.) Senior Business Partner, Corporate and Investment Banking, People and Culture
4.) Employee Relations Specialist
5.) Learning Advisor, People and Culture
Stanbic IBTC Bank is a leading African banking group focused on emerging markets globally. It has been a mainstay of South Africa's financial system for 150 years, and now spans 16 countries across the African continent.
Standard Bank is a firm believer in technical innovation, to help us guarantee exceptional client service and leading edge financial solutions. Our growing global success reflects our commitment to the latest solutions, the best people, and a uniquely flexible and vibrant working culture. To help us drive our success into the future, we are looking for resourceful individuals to join our dedicated team at our offices.
See job details and how to apply below.
1.) Data Entry Specialist
Location: Lagos
Job Type: Full-Time
Job Description
- Identify, evaluate and implement external services and tools to support data validation and cleansing.
- Produce and track key performance indicators.
- Develop and support reporting processes
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
2.) Senior Business Partner - Fintech, People and Culture
Location: Lagos
Job Type: Full-Time
Level: Mid-Senior
Job Description
Operationalize the human capital strategy to enable the Fintech Business unit strategy.
- Translate the group and Fintech Business line's people strategy into operational plans for execution at Fintech Business unit level. Ensure that all key decision makers in the Fintech Business unit understand the links and how the people strategy will enable their Fintech Business unit.
- Identify which of the standard people dashboards are most pertinent to the supported Fintech Business unit. Highlight key metrics to the Fintech Business executives. Help them understand what the metrics mean for their Fintech Business. Provide input into the central Fintech Business intelligence team if there are new needs from Fintech Business.
- Define the people change approach for change started in the Fintech Business or in Human Capital. Ensure that Fintech Business Partners are equipped with the right skills and tools to support the Fintech Business through the changes. Recommend Fintech Business on the level of employee and union consultation needed for key changes.
Engage with the Fintech Business unit leadership to ensure that the Fintech Business is appropriately resourced:
- Find where Fintech 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 Fintech 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 Fintech Business unit by engaging with learning specialists and supplying a forward-looking view of the Fintech 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 Fintech 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 Fintech Business unit in line with Fintech 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 Fintech Business. Recommend line on the appropriate performance distribution given their Fintech 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 Fintech Business unit. Ensure Fintech 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 Fintech Business executives across the assigned Fintech Business unit to explain the reward framework and how it supports their Fintech Business objectives. Drive the Fintech 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 Fintech Business.
- Drive the allocation of the Fintech Business unit bonus and increase pots. Sense check allocations of bonuses and increases across the Fintech Business function and engage with Fintech Business executives where changes are needed. Facilitate, challenge and support grievance processes in this regard.
Lead a Human Capital Fintech 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 Fintech Business Partner for Human Capital.
- Obtain a thorough understanding of the Fintech 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 10 years cognate HR partnering experience in Fintech industry. 4 - 6 of these specifically in the Human Capital Business Partnering and 3 - 4 in managing senior teams.
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:
- Fintech Business Acumen: The ability to analyze Fintech 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, Fintech 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.
How to Apply
Interested and qualified candidates should:
Click here to apply online
Note: Only shortlisted candidates will be contacted.
3.) Senior Business Partner, Corporate and Investment Banking, People and Culture
Location: Lagos
Job Type: Full-Time
Level: Mid-Senior
Job Description
Operationalize the human capital strategy to enable the corporate and investment banking business unit strategy:
- Translate the group and corporate and investment banking business line's people strategy into operational plans for execution at corporate and investment banking business unit level. Ensure that all key decision makers in the corporate and investment banking business unit understand the links and how the people strategy will enable their corporate and investment banking business unit.
- Identify which of the standard people dashboards are most pertinent to the supported corporate and investment banking business unit. Highlight key metrics to the corporate and investment banking business executives. Help them understand what the metrics mean for their corporate and investment banking business. Provide input into the central corporate and investment banking business intelligence team if there are new needs from corporate and investment banking business.
- Define the people change approach for change started in the corporate and investment banking business or in Human Capital. Ensure that Corporate and investment banking business Partners are equipped with the right skills and tools to support the corporate and investment banking business through the changes. Recommend corporate and investment banking business on the level of employee and union consultation needed for key changes.
Engage with the corporate and investment banking business unit leadership to ensure that the corporate and investment banking business is appropriately resourced.
- Find where corporate and investment banking 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 corporate and investment banking 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 corporate and investment banking business unit by engaging with learning specialists and supplying a forward-looking view of the corporate and investment banking 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 corporate and investment banking 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 corporate and investment banking business unit in line with corporate and investment banking 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 corporate and investment banking business. Recommend line on the appropriate performance distribution given their corporate and investment banking 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 corporate and investment banking business unit. Ensure corporate and investment banking 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 corporate and investment banking business executives across the assigned corporate and investment banking business unit to explain the reward framework and how it supports their corporate and investment banking business objectives. Drive the corporate and investment banking 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 corporate and investment banking business.
- Drive the allocation of the corporate and investment banking business unit bonus and increase pots. Sense check allocations of bonuses and increases across the corporate and investment banking business function and engage with corporate and investment banking business executives where changes are needed. Facilitate, challenge and support grievance processes in this regard.
Lead a Human Capital Corporate and investment banking 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 Corporate and investment banking business Partner for Human Capital.
- Obtain a thorough understanding of the corporate and investment banking 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 cognate Human Capital Partnering experience in banking (corporate and investment banking). 6 - 7 of these specifically in the Human Capital Corporate and investment banking business Partnering and 3 - 5 in managing senior teams.
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:
-
- Corporate and investment banking business Acumen: The ability to analyze corporate and investment banking 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, corporate and investment banking 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.
How to Apply
Interested and qualified candidates should:
Click here to apply online
Note: Only shortlisted candidates will be contacted.
4.) Employee Relations Specialist
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
5.) Learning Advisor, People and Culture
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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