Job Description

The purpose of the Head of Human Capital and Learning role is to lead and manage the organization's human resources and talent development strategies. This involves attracting and retaining top talent,
fostering continuous learning, and cultivating a positive and high-performing work culture. The role ensures
that employee development aligns with business goals, supports leadership growth, and drives employee
engagement, while also ensuring compliance with HR policies and labour regulations.

Duties and Responsibilities

Human Capital strategy formulation, alignment and execution
• In consultation with key internal stakeholders at country and
group level, develop an integrated vision, strategic approach
and plan for the in-country Human Capital function that talks
to group Human Capital priorities and business strategy.
• Clarify strategic business objectives and key people
opportunities and challenges.
• In consultation with business, prioritise HC objectives and draw
on technical HC specialisations to propose solutions and create
plans and metrics to fulfill these.
• Sell strategy to obtain broad buy-in.
• Mobilise Human Capital strategy by collaborating with various
stakeholders to operationalise and execute it.
• Provide sound leadership and guidance to the HC team.
• Continuously monitor and report roll-out against overall
strategy and specific strategic objectives, and take remedial
action where required.
• Monitor competitor activity and stay abreast of external Human
Capital trends and best practice.
Internal and external stakeholder engagement
• Meet regularly with business stakeholders to understand their
HC service management issues and to be able to create and
customise HR initiatives, solutions, metrics and reports that
best meet their needs.
• Continually scan industry to identify trends, innovations and
opportunities to create strategic relationships with key
individuals and bodies.
• Build strong relationships across the business in order to stay
abreast of their Human Capital issues and requirements.
• Manage outsourced partners in line with SLA requirements.
• Lead by example in building strong internal and external
relationships, displaying sound abilities to listen, advise,
influence, negotiate and make presentations at all levels.
• Lead by example in building partnerships and encouraging
teams to take collective accountability.
• Identify opportunities to leverage opportunities and share
knowledge and lessons learnt.
Delivery of sustainable talent management and people
practices across the in-country business
• Clarify strategic business objectives and key people
opportunities and challenges
• Maintain close oversight of daily Human Capital Operations,
providing direction and guidance where needed
• Ensure staff queries are answered / resolved and that
expectations are met
• Develop, communicate, implement and update Human Capital
policies and procedures and ensure these are aligned to group
• Drive the design and implementation of a Talent Management
framework for the in-country business:
• Continually track and assess impact of key people practices,
communicate insights to relevant people and recommend/
take remedial action as required
Compensation and benefits
• Ensure industry-related market landscape and remuneration
and benefits trends are properly surveyed
• With relevant internal and group stakeholders, develop, consult
and implement a remuneration and benefits strategy and
structure for the bank, ensuring alignment with group
strategies, vision and competitor offerings
• Manage job evaluation and job grading,
• Update remuneration policies and procedures as required
• Ensure a seamless remuneration and compensation delivery
system, including verifying and approving monthly payrolls
• Advise internally on compensation best practice linked to
organisational strategy and resolve individual anomalies and
challenges,
• Ensure absolute confidentiality,
• Develop and maintain reporting frameworks,
• Comply with governance and regulatory requirements,
including revenue authorities and audit requirements.

Learning and development
• Identify strategic development requirements across the
business.
• Maintain oversight of the end-to-end L & D cycle, including
training needs assessment and the development and
implementation of the training plan and calendar.
• Work with the L & D team to package a range of L & D solutions
for different business units.
• Ensure planned training builds capacity within the bank’s key
strategic focus areas.
• Manage training in line with budget.
• Co-ordinate, implement, monitor and evaluate development
interventions in line with agreed ROI objectives.
• Ensure continual alignment of development interventions to HR
and business strategy.
• Scan industry to discern L & D trends and new thinking with
relevance for the bank.
• Leverage L & D successes and lessons learnt.
Cost management
• Develop and track Human Capital budgets .
• Manage budget and ensure actuals are in line with
budget.
• Analyse ROI where appropriate.
• Ensure service and costs provided by external
vendors are appropriate and, where relevant,
manage these relationships via SLA’s.
• Actively work to reduce costs (expenses, travel,
training, consultants, etc).
• Measure and quantify wasteful expenditure, e.g.
unattended training, regretted losses, etc.
• Measure and quantify actual cost saving
opportunities, e.g. synergies, outsourcing, etc.
HR administration, analysis and reporting
• Accurate, timely monthly payroll processing
• Accurate, timely, insightful Human Capital analytics
and reporting.
• People management information is effectively
analysed and utilised to benefit the bank.
• Satisfactory audits
• Proactive risk mitigation.
HR governance, risk and compliance management
• Maintain strategic oversight of Employee Relations
and Industrial Relations issues across the business
and provide direction and guidance where needed to
resolve escalated issues.
• Ensure the business complies with all statutory
obligations in terms of the various employments acts
across different organisational levels.
• Develop and update policies and processes where
required and monitor adherence thereto.
• Ensure Human Capital policies are approved by
relevant regulatory authorities where relevant.
Team leadership, management and mentoring
• Facilitate strategy formulation with the Human
Capital team, set the pace and tone for the division
and ensure everyone is focused on the right
priorities,
• Take full responsibility for performance
management of all direct reports, focusing on all
aspects of sound people management:
ü Recruitment
ü Development
ü Performance Management
ü Remuneration and Rewards
ü Career path planning
ü On-the-job training, coaching & mentoring
• Ensure appropriate levels of management and
accountability,
• Motivate, delegate and empower appropriately,
enabling direct reports to take responsibility and
display appropriate creativity and initiative,
• Define performance contracts for staff and monitor
their performance against agreed standards and
objectives, working with them to grow their skills were needed

Qualifications and Experience

QUALIFICATIONS AND EXPERIENCE
• Relevant Business Degree
• MBA, MSc, or equivalent would be an added advantage
• 10 years’ Human Capital generalist experience with at least 5 years at the Executive/ Senior Managerial level within a large and/or complex organisation.
• Proven depth of experience in leading a team, developing key stakeholder relationships, and driving the implementation and support of HR initiatives across the business.
• Exposure to banking / financial services is highly advantageous.

How to Apply

Interested applicants who meet the job requirements should e-mail their CVs to [email protected] with the Heading:
“Head of Human Capital and Learning” APPOINTMENTS WILL BE MADE IN COMPLIANCE WITH BancABC’s RECRUITMENT
POLICY. Closing date: 26 September 2024 @1630hrs