Head Learning and Development Employment Opportunity – Stanbic Bank

Organisation: Stanbic
Bank
Duty Station: 
Kampala, Uganda
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 Head
Learning and Development will understand 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. Partner with Country Exco Heads and their Executive
Committees to provide a professional and integrated L & D service. The Head
L&D will aim at facilitating learning interventions that achieve business
objectives through an effective L&D strategy and blended learning
initiatives.
Key Duties and Responsibilities:
Strategic Human Capital Function:
  • To operate as the senior L&D business
    partner to country Exco Heads and their executive committees.
  • To provide a professional and integrated
    L&D service by partnering with key business associates to effectively
    deliver on the HC and bank’s objectives.
  • To design and implement a strategic
    L&D function which ensures that all day-to-day L&D activities are
    effectively carried out.
  • To 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.
  • To understand the business and global
    leadership and learning strategy and to identify and understand the core
    business capabilities and competencies.
  • To 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.
  • Lead 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.
  • To lead programmes that implement the HC
    and business objectives/agenda, i.e. integrate and interpret these
    objectives as actionable L&D plans for investment.
  • To 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.
  • To 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.
Organisational Effectiveness:
  • To effectively build L&D strategies
    which enable integrated HC and business transition plans and support
    business priorities.
  • To 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.
  • To ensure 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.
  • To 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
Talent Management:
  • To be able to build a strategic L&D
    plan aligned with talent strategies to enable business execution of the
    strategy at a local level.
  • To 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.
  • It is critical to be able to 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
Stakeholder Engagement:
  • To 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.
  • To consult with and influence the country
    leadership team on L&D initiatives.
  • To engage with, influence and partner
    with leadership and the matrix structure to implement L&D strategies
    which positively impact business objectives.
  • To provide feedback to key stakeholders
    and regional heads on the efficient and effective delivery of L&D
    services and products.
  • To 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
Additional Responsibilities:
  • To ensure that the L&D team are
    goal-oriented and to provide the necessary coaching, guidance, mentoring
    and support.
  • To take responsibility for ensuring that
    L&D provides excellent client services through strategic planning,
    implementation and execution, and are driven towards continuous
    improvement.
  • To ensure vendor management, project
    management, service management of L&D services, offerings and
    products.
Business and Management Consulting:
  • In line with global expectations, the
    overall Standard Bank Strategy and based on a clear and deep understanding
    of the business specific strategy of the area of specialisation, advise
    line stakeholders on the most effective way to meet and solve their learning
    and development needs.
  • Lead engagements with key organisational
    stakeholders to enable a deep understanding of strategic, business
    objectives
  • Accurately interpret business requirements
    and facilitate a L&D team who develop fit-for-purpose and appropriate
    learning solutions that range in levels of customisation depending on
    need.
  • Effectively manage learning spend,
    transformation, etc. ensuring the right people attend the right programs,
    and enforce cost efficiency and effectiveness.
  • Partner with global and country leadership
    and learning team and other COE’s (e.g. talent) to define learning demand
    for core management and leadership programs.
  • Drive the importance of the translation
    learning demand into an annual workplace skills plan with clear targets
    and measures relevant to the business area
  • Lead effective management routines to
    facilitate stakeholder engagement and effective partnerships across COE’s
    and business
  • Establish and maintain a relationship with
    key business managers and participate in relevant meetings and
    discussions.
  • Prioritise curricula to be developed, gain
    support and alignment with Africa Head of L&D.
Creating world class learning experiences and design customization
experience:
  • Ensure that learning solutions are
    appropriately customised to meet specific business unit, country and
    product requirements.
  • Design learning architecture aligned to
    Group Leadership & Learning protocols and at different levels of
    customisation
  • Lead the L&D team in implementing
    learning architecture as a project and manage post pilot iterations and
    version controls
  • Lead integration throughout the learning
    design process managing different levels of complexity in the design
    process e.g. multiple vendors, costing levels, service management,
    scalability, repeatability) in partnership with program owners and design
    teams
  • Sourcing of training vendors as per
    policy and in consultation with Business and Head of HR & Head L&D
    Africa.
  • Drive adherence to L&D policies,
    processes and procedures that address quality control and risk management
  • Measure the impact of learning against
    business needs and performance requirements using benchmarked and credible
    measurement frameworks
  • Ensure that initiatives are consistently
    assessed to determine the business impact and ROI; shares this with the
    broader business in a manner which grows credibility and buy-in
  • Safeguard the integrity and reputation of
    the Bank by ensuring that all L&D processes reflect the Banks values
    and are aligned to global, regional and local legal and regulatory requirements
  • Propose learning solutions/systems to
    address and identified “L&D related” issues.
  • Integrate the Africa L& D strategy
    and learning initiatives into broader in-country Business Units and HR
    strategies to facilitate improved
Learning Governance:
  • Drive effective governance processes in
    line with Global Leadership and learning processes and practices (quality
    management, reporting etc.)
  • Enforce effective reporting processes and
    routines to direct appropriate learning spend / decision making within the
    business specific area of focus
  • Understand and interpret learning spend
    and make recommendations for efficient and effective investment learning
    investments across
Building and leveraging networks:
  • Lead communication with and feedback to
    designers is clear, proactive and business oriented. Manage team in
    ensuring that all program / project activities as a partnership and that
    the right stakeholders are present in the right forums to enable effective
    design and implementation of learning to take place.
  • Partner with the business to provide a
    value adding service, across the HC value chain as well business area
    specific objectives that supports the Bank in achieving their business
    objectives
  • Partner with relevant COE stakeholders and
    HC Heads to ensure integration within offering/solution.
  • Manage a partnership/network of reputable
    external providers/vendors. Ensures that they understand, are aligned to
    and meet the business (clients) needs at the right cost.
  • Leverage economies of scale by
    cooperatively working with the broader global and product line Standard
    Bank L&D community to leverage off existing relationships, platforms,
    solutions, etc. 
  • Source and effectively acquire relevant
    L&D providers in partnership with the right stakeholders
  • Lead communication processes to grow
    solid, credible working relationshipscountry and business area
Best practice and global leadership and learning participation:
  • Proactively inform team and stakeholders
    on new L&D trends, effective technologies and impactful methodologies;
    ensure that the L&D is knowledgeable in and consistently improves the
    L&D offering in line with new developments.
  • Lead relevant research on current and
    recommended L&D processes/initiatives e.g. skill transfer and
    retention, skills vs. needs analysis, cost vs. benefit, ROI, etc.
  • Proactively analyse L&D processes
    and innovatively adjust them to meet and support any product line and
    country specific changes in business objectives
  • Build knowledge of key individuals and
    their BU strategies, tactics, processes, procedures, systems and business
    drivers.
People Development:
  • Design optimal skills assessments and
    competency-based training methods
  • Take personal responsibility for coaching
    and mentoring stakeholders and team when required
  • Grow and develop your facilitators to be
    seasoned facilitators who can work across the business, by ensuring that
    they deliver a consistent professional approach in delivery of material.
Others:
  • Ensure that the Learning Centre is
    operational and able to meet the identified training needs as well as
    deliver Learning solutions on required platform.
  • Ensure full familiarity and knowledge of
    the material to be presented and the outcomes to be achieved.
  • Track and report against training plan as
    well as collate the Business unit annual plan.
  • Carry out training evaluation to
    determine ROI and the measured effectiveness of Training



Qualifications, Skills and Experience: 
  • The
    ideal candidate for the Stanbic Bank Head Learning and Development job placement should preferably hold a Bachelor’s
    degree in Training & Development and/or business related qualification
  • At least eight years of relevant working
    experience
  • Business consulting experience.
  • Line manager experience
  • Training and Development experience
  • People Strategy Development and
    Translation
  • Project Management
  • Operational Excellence
  • Coaching and Mentoring
  • Business Partnering/ Consulting
  • Coaching and Mentoring
  • Learning and Development Strategy
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: 26th January 2018
For more of the latest jobs,
please visit http://www.theugandanjobline.com or find us on our facebook page https://www.facebook.com/UgandanJobline

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