The Ugandan Jobline

• 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.

• 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

• 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

• 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

• 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.

• 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.

• 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

• 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

• 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

• 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.

• 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.

• 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

• 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

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