Senior Manager Learning and Development Job Opportunity – Stanbic Bank

Organisation: Stanbic Bank
Job
ID:
12183
About
US:
Stanbic Bank Uganda Limited is a
subsidiary of Stanbic Africa Holdings Limited which is in turn owned by
Standard Bank Group Limited (“the Group”), Africa’s leading banking and
financial services group. The Standard Bank Group is the leading banking group
focused on emerging markets. It is the largest African banking group ranked by
assets and earnings. Stanbic Bank Uganda Limited is the largest bank in Uganda
by assets and market capitalization. It offers a full range of banking services
through two business units; Personal and Business Banking (PBB), and Corporate
and Investment Banking (CIB).
Job Summary: The Senior
Manager Learning and Development will be tasked with understanding the Learning
and Development requirements of Stanbic and changes in business processes,
business planning or business performance and to continually ensure support for
maximum performance as a result of development. The incumbent will work closely
with Country Exco Heads and their Executive Committees to provide a
professional and integrated L & D service. The L&D Manager will aim at
facilitating learning interventions that achieve business objectives through an
effective L&D strategy and blended learning initiatives.
Key Duties and Responsibilities: 
1.
Strategic Human Capital Function:
·        
Operate as the senior L&D business partner to
country Exco Heads and their executive committees.
·        
Provide a professional and integrated L&D
service by partnering with key business associates to effectively deliver on
the HC and bank’s objectives.
·        
Design and implement a strategic L&D function
which ensures that all day-to-day L&D activities are effectively carried
out.
·        
The incumbent will effectively manage the
development and execution of an integrated country-specific L&D strategy.
·        
Work in collaboration with the country HC Head to
develop an integrated L&D strategy and plan that accounts for geographic,
product line and group priorities.
·        
Understand the business and global leadership and
learning strategy and to identify and understand the core business capabilities
and competencies.
·        
Identify, co-design and implement appropriate,
fit-for-purpose learning solutions to meet specified business and HC
requirementsTo facilitate and execute innovative and sustainable L&D processes,
programmes, systems and standards with the aim of ensuring that employees are
developed to be optimally skilled in required competency and capability areas.
·        
Steer and facilitate matrix engagements with
business and product lines as well as people practices/COE’s for the purpose of
ensuring an effective and quality service delivery of L&D initiatives and
service offerings, as well as to ensure alignment and optimisation of L&D
initiatives from functional and business perspective.
·        
Provide input and feedback to the country HC Head on
progress made on the country L&D plan.
·        
Manage programmes that implement the HC and business
objectives/agenda, i.e. integrate and interpret these objectives as actionable
L&D plans for investment.
·        
Support and ensure organisational readiness to
deliver on these objectives by defining capabilities, designing targeted
L&D practices and facilitating plans to deliver effectively.
·        
Understand and translate HC and business strategies
to deliver effective L&D services.
·        
Influence HC strategy in line with business strategy
at a country level and will be accountable for the design, coordination,
execution and measurement of country L&D strategies and transactional
delivery.
·        
The ability to shape and tailor group and
business/product L&D frameworks and principles to ensure appropriate HC and
business implementation and value add with a local country lens applied.
·        
To deliver L&D services which are driven by
customer centricity and a people focus.
·        
Ability to manage and monitor learning budgets.
2.
Organisational Effectiveness:
·        
Effectively build L&D strategies which enable
integrated HC and business transition plans and support business priorities.
·        
Ensure that the L&D element of organisational
transformation initiatives are properly planned for and executed on.
·        
Manage and facilitate key strategic L&D projects
within agreed timeframes, scope, cost and quality standard.
·        
Make sure the local L&D operating model
(structure, processes, policies and systems) and Capability model are aligned
with group, business and HC objectives and the re-engineering process.
·        
Actively assess, engage, commit to and support the
management of large scale change and organisational design strategies within
the business and adapt L&D strategies accordingly.
·        
To act as an SME and understand subtle differences
and maturity levels between country specific L&D requirements and approach
L&D initiatives accordingly.
·        
To be able to understand business requirements and
objectives and determine where the gaps are in terms of L&D services and
offerings, and to proactively to stay up to date with innovative, effective
L&D initiatives and acquire new skills, programmes, technology
3.
Talent Management:
·        
Build a strategic L&D plan aligned with talent
strategies to enable business execution of the strategy at a local level.
·        
Drive a learning culture that enables sustainable
business performance and ensures the attraction, development and retention of a
high calibre, professional workforce in line with HC and business objectives.
·        
Work in collaboration with HC Head to proactively
identify and address key L&D, succession and capability gaps in critical
areas.
·        
Articulate and understand business requirements and
objectives and forecast where the Bank is going from a talent perspective and
what the requirements are in order to realise these objectives.
·        
Assess in country career paths and succession plans
from a L&D perspective and identify how the L&D team, with targeted
initiatives, can help enable employees advance in alignment with succession
plans as well as in achieving business objectives.
·        
Provides input into business aligned skills
development, talent pipeline development and leadership development initiatives
to close gaps
4.
Stakeholder Engagement:
·        
Build and maintain a network of key stakeholders across
the business (i.e.: across geographies, product lines and Group). To balance
the priorities of each of the stakeholder groups and manage their expectations
around country-specific L&D plans and priorities.
·        
Consult with and influence the country leadership
team on L&D initiatives.
·        
Actively engage with, influence and partner with
leadership and the matrix structure to implement L&D strategies which
positively impact business objectives.
·        
Send timely feedback to key stakeholders and
regional heads on the efficient and effective delivery of L&D services and
products.
·        
Counsel leaders on the importance of managing
L&D and effectively translate its impact on achieving business objectives.
·        
Proactively maintain relationship with your matrix
partners
Qualifications, Skills and
Experience: 
·        
The ideal candidate for the aforementioned career
opportunity should hold a Degree in Training & Development and/or business
related qualification
·        
At least eight years relevant working experience
·        
Prior business consulting experience.
·        
Line manager experience
·        
Additional training and development experience
·        
Integrated L&D principles and methods      
·        
Working knowledge of OD principles and methods
·        
Planning methods and techniques  
·        
Project management skills and knowledge
·        
Business knowledge of the financial industry
·        
Trade union environment
·        
Process management skills                                
·        
Experience in international organization desired
·        
Past experience across multiple geographies and
product environments and working in a matrix organisation
·        
Performance management principles         
·        
Emerging people practices
·        
Corporate governance knowledge                           
·        
Change management skills
·        
Statistics (would be an advantage) 
·        
Information management/MIS skills     
·        
Information technology (would be an advantage)
·        
Relevant legislation (including all commensurate
procedures)
·        
L&D metric application/implementation
·        
Compelling employee value proposition
How
to Apply:
All candidates who wish to join the one
of Africa’s biggest Banking Groups, Standard Bank in the aforementioned
capacity are encouraged to Apply Online by visiting Link below.
Deadline:
31st August, 2015
For More Ugandan Jobs, Please Visit http://www.theugandanjobline.com or
find us on our Facebook page https://www.facebook.com/UgandanJobline

Duty
Station:
  Kampala, Uganda

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