Senior Human Capital Business Partner Job Opportunity – Stanbic Bank

Organisation: Stanbic Bank
Job ID: 15920
Duty Station: Kampala, Uganda
About US:
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 Human Capital Business Partner will be
responsible for driving the Human Capital strategy in support of the business strategy
for a particular business unit specifically – Corporate and Investment Banking
Key Duties and Responsibilities: 
1. Drive the Human
Capital strategy in alignment with the business strategy:
  • 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 Human Capital at a
    group and business line level.
  • Offer support to line managers in creating
    effective organisation structures for their own functional areas in line
    with business unit objectives and processes performed in the business.
  • Identify gaps and overlaps in accountability
    and work with the line managers to improve the job designs and levels of
  • Extract organisation management reports from
    the SAP system if needed. For complex or large scale organisation designs
    support can be obtained from the Head Human Capital or the Group
    Organisational Effectiveness team.
  • Keenly review appropriateness of job contents
    with line managers and job family owners for all new and updated job
    descriptions, prior to submitting for job evaluation and publication.
  • Educate line managers on the value of proper
    job design. When required, complete job analysis and design or request the
    Group Organisation Effectiveness team to support when there are projects
    to address job allocations in the business area.
  • Ensure that the rest of the Human Capital
    team in the business area are informed of the changes.
  • Ensure that structural changes are checked and
    updated monthly on the SAP (Standard Application Program) system including
    reporting line changes, new joiners and vacancies.
  • Actively participate in employee relations
  • Regularly review the merits of new cases and
    participate in decision making with employee relations specialists.
  • Represent the bank at external tribunals’
    enquiries (such as the CCMA in South Africa). Participate in the
    preparations of union packs and ensure that the proper approvals are
    obtained before submission.
2. Ensure that the
business area is appropriately resourced
  • Taking into consideration business plans for
    expansion or disinvestment, suport line managers to plan their workforce
    requirements for the year ahead. Proactively identify gaps and create
    improvement plans with support from Resourcing and Learning. In business
    areas where the functionality exists, work with workforce planning or
    productivity managers to ensure that Human Capital governance is adhered
  • Approve requests for replacement vacancies as
    part of the quarterly workforce planning reviews. Render support in
    managing the headcount budget in partnership with finance.
  • As part of engaging with employees across the
    business, identify potential opportunities for employees to move to other
    areas and arrange interaction with resourcing teams where appropriate.
  • For non-permanent resources that are
    contracted through payroll, review and approve the terms of the contracts
    prior to distribution to the candidate
  • Participate in interviews
  • Keenly review requests for non-permanent
    resources and challenge line on the appropriateness of appointing
    non-permanent giving consideration to duration of the work, rates, skills
    levels and labour regulations governing non-permanent appointments
  • Actively participate in the selection and
    contract negotiation process for fixed term contractors on request
  • Build, strengthen and manage relationships
    with labour brokers and other non-permanent resource providers at a local
  • In line with bank – wide and local diversity
    requirements, review the composition of the workforce in the business area
    and advise line on specific interventions to ensure that the bank’s
    workforce meets diversity standards. Identify potential barriers and work
    closely with the Diversity team to create programmes to overcome the
  • Actively participate in the orientation
    process held in the business by meeting new starters during their first
    week and position the offerings from Human Capital. Business Partners are
    responsible for arranging introductions to key business stakeholders.
  • Conduct exit interviews for junior and middle
    managers who have resigned as well as other employees. Compile analysis of
    the results of the exit interviews and share with the Head of Human
    Capital if any concerns are flagged.
  • Drive succession plans for senior management.
    Review the completeness of the plans and highlight gaps to the business
    senior management. Actively participate in the development actions of
    identified successors. When international assignees are identified for
    roles in the business area, request costings for the assignment from the
    International Assignment (IA) team. In consultation with the IA and tax
    consultant the additional assignment costing forms should be completed and
    explained to the hiring manager. Ensure that proper approvals are obtained
    before the offer is extended to the candidate.
  • Facilitate discussion with home Business
    Partners to agree assignment period as well as the notice period in the
    current role of the assignee.
  • On the assignment start date provide the
    workplace orientation in consultation with the line manager.
3. Advise line managers
on employee engagement, performance management, talent management and reward
  • 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.
  • Advise line managers on effective goal
    setting for their employees. Review a sample of performance contracts
    during each performance cycle with a focus on those prepared by new line
    managers. Provide feedback to line managers on areas for improvement.
    Facilitate goal setting sessions where required.
  • Coordinate and preside over performance
    moderation exercises. Advise line on the appropriate performance
    distribution given their business unit performance.
  • Keenly 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.
  • Keenly review overall pay levels for the
    business unit against market information and incorporate trends identified
    during recruitment. Highlight gaps or concerns to the Head Human Capital
    for consideration when determining the remuneration plans for the following
  • Review requests for interim increases against
    the policy requirements. Make recommendations for approval and facilitate
    the process between line and Reward.
  • Review remuneration matching by comparing the
    job market match to the individuals and highlighting areas that require
    correction to the Reward teams. Analyse pay data against market
    information to make recommendations to line managers where significant
    adjustments are required.
  • Manage the process of distribution of the
    increase and bonus pools. Monitor spend and allocation of funds. Ensure
    that the remuneration cycle is managed as a project within the timelines
    defined by the Reward team.
  • Drive the reward moderation process by
    advising the business unit leadership on the moderation principles and
    guiding the conversations in the moderation meetings. Ensure that fair and
    consistent standards and guidelines are applied.
  • Explain the recognition programmes together
    with the opportunities to drive employee engagement and   retention to line managers. Act as a
    champion for driving nominations.
  • Drive the process of identifying middle
    management and professional level talent. Engage with the talent team to
    drive talent validation processes. Advise the business unit leadership on
    the thought processes around talent identification and development.
    Participate in the creation and monitoring of development plans for
    identified talent.
  • Create a 1 to 2 year view of the skills
    development needs in the business area with support from Learning and
    Development. Help line managers understand the importance of development
    activities together with any local regulatory requirements around
    training. Provide input into the business area’s skills development plans.
  • Participate in the development of career maps
    and learning pathways for job families that are unique to the business
    area. Coach line managers on how to have career discussions with their teams.
  • Keenly monitor the business area’s adherence
    to mandatory compliance training requirements. Drive the understanding of
    the importance of completing the training within the regulated timelines.
4. Ensure that line
managers are aware of Human Capital services and governance standards
  • Ensure a thorough understanding of all Human
    Capital processes and policies. Guide line managers across the business.
  • Proactively brief line managers at the start
    of major events in Human Capital calendar (for example when the annual
    remuneration process starts).
  • Participate in the group-wide designs of
    Human Capital solutions and process improvements as business representatives
    on request.
  • Act as the change champion for improvements
    in Human Capital processes and systems by explaining the benefits to line
    managers. Call on support from the group teams in the change management
    process if needed.
  • Engage with line managers to determine which
    people metrics they require for decision making.
  • Aggregate and consolidate the demands and
    feed into the Business Intelligence team.
  • Conduct detailed trend ananlysis 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.
  • 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.
  • Review and understand the services provided
    by PeopleFirst. Encourage line managers and employees  to use their services.
  • Ensure that change requests are logged for
    any changes to be affected.
  • Ensure a personal deep understanding of the
    capability that exists on the Human Capital systems and to encourage
    business users to use all the available functionality.
Qualifications, Skills and Experience: 
  • The applicant for the Stanbic Bank Senior
    Human Capital Business Partner career opportunity should hold a first
    Degree in Industrial Psychology or Human Sciences or Commerce
  • At least five to seven years’ experience in
    Business Partnering and a deep understanding of the core Human Capital
    functions including: Resourcing, Reward, Employee Relations, Industrial
    Relations, Diversity and Inclusion, Learning and Development and
    Organisational Effectiveness.
  • Some experience in the financial services
    industry would be advantageous.
  • Business Acumen: Proven ability to analyse business
    financial performance as well as competitor and external factors as it
    would apply to the people practice in the organisation.
  • Workforce Planning: Knowledge of the concepts,
    principles and practices related to determining workload projections and
    current and future competency gaps.
  • 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.
  • Change Management: The ability to ensure that isolated
    and independent organisational change actions are integrated and sustained
    through a disciplined change process. Ability to apply change management
    principles and techniques for planning and implementing change
  • 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 business.
How to Apply:
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: 10th March 2017

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