The Ugandan Jobline

Job Title:   Head Human Capital

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 Human Capital will provide strategic
direction to Country Leadership on all country Human Capital (HC) requirements.
Align the Human Capital strategy for the country, to that of the business
product lines and Group HC Strategy. Provide leadership to the Human Capital
team CIB, PBB, Wealth and Corporate functions in a unionised environment within
the Standard Bank Group. Be an active member of the country executive team and
delegate to the Country bank board.

Key Duties and Responsibilities:  

Drive the Human Capital strategy to support achievement of the business
strategy

·       
Define annual and long-term people plans for the
country business plan aligned to product line or group corporate functions by
interpreting group business line priorities. Work with executive teams in the
business (Country) and Human Capital function to refine, interpret, refine and
embed their strategic plans into tactical operational plans.

·       
Proactively considering current and future
business plans for expansion, market changes, process and system changes,
review the organisation design of the area. Engage with business unit product
line executives to look for opportunities to create better alignment between
the operation structure of the country and the strategy of the product and
business line.

·       
Anticipate the people impact of process,
operating model, technology or leadership changes. Develop detailed plans for
the Human Capital team to manage the change effectively in the business. Act as
trusted advisor to the senior decision makers on the change approach and the
risks associated. Oversee the implementation of the change plans.

·       
Review the business architecture in place in the
business area in consultation with Group HC Centre of Expertise and HC
Leadership to determine areas for improvement. Engage with internal or external
resources to conduct detailed diagnostics on efficiency, skills or
effectiveness. Analyse the results and advise business unit leaders on the adjustments
that could be made.

Advise and guide business unit decision makers on people practices

·       
For the country and business unit product lines
individually, review the overall mix of grade levels, competency levels,
resource types (perm and non-perm), cost of resources as well as skills levels.
Benchmark against industry and international country norms. Identify areas for
improvement and work with the executives in the business and Group to highlight
where change may be needed. Programme manage the delivery of the change.

·       
Partner with finance to ensure headcount and
budget is accurate. Assist in compiling business cases where additional
headcount is required due to business changes or transitioning of work with
digitisation where appropriate.

·       
Define a need for internal and external talent
maps for recruitment or talent development purposes. Contract the development
of the talent maps with internal talent or resourcing teams or make
recommendations to outsource the mapping to third party providers within the Group.

·       
Prepare line managers to represent the bank at
regulatory enquiries, labour councils and board meetings. Participate in union
negotiations for wages, engagement on working conditions, structural changes
and revision of employee benefits. Present employee relations measures and
status update on trends with the business at the senior leadership country
forums.

·       
Participate in the selection of key business
unit executives and senior positions by forming part of interview panels and
providing a view on the culture fit of applicants.

·       
On an annual basis, as part of strategic
workforce planning, define the business appetite for using non-permanent
resources with the business executives. Periodically review actuals against
these targets.

·       
Review the effectiveness of on boarding
practices in the business and determine key metrics and measurements (for
example first year leavers) to monitor these. Participate in the on boarding of
executives and senior management in the country.

·       
Conduct exit interviews for members of the
business unit executive team, senior management and talent pools, whether they
exit voluntarily or involuntarily. Review exit interview analysis for the
business unit to determine if there are any flagged risk indicators. Arrange
investigations for areas that are concerning.

·       
Drive formal succession planning for the
critical positions at leadership level. Interact with the bigger organisation
in creating an organisational pipeline of available successors. As part of the
talent review sessions, develop successor development plans. Work with the
Talent team to ensure that identified talent is represented on executive
workshops and other talent development interventions.

·       
Approve terms of international assignments for
incoming and outgoing assignees.

·       
Review appropriateness of learning plans for the
country in consultation with product lines, and corporate functions to
integrate a country learning strategy and plan. Provide strategic and tactical
direction as to the learning priorities for the medium to long term for the
product line or corporate functions. Take into consideration future talent
needs organisation wide and determine whether future skills and capabilities
would be brought in or built internally.

Oversee governance of Human Capital processes

·       
Drive and direct the country business goal
setting in line with the product lines and corporate functions area goals.
Review the appropriateness of goals set for the business area’s senior team by
reviewing a sample of the performance contracts and advising executives and
senior management on areas of improvement.

·       
Advise the business executives on appropriate
performance distribution for their business considering business financial and
non-financial results. Drive the Perform to grow and moderation process at
executive and senior management level.

·       
Review the effectiveness of the performance
improvement processes in place in the country, including the length of the
interventions, the impact on individual performance and the closure processes.
Take ultimate accountability for the governance process surrounding these
processes as well as the documentation and evidence required.

·       
Translate the country strategic business
objectives into remuneration focus areas for the country but within the overall
reward philosophy and framework set out by the Standard Bank Group. Incorporate
business unit specific requirements. At a group level, challenge the frameworks
and guidelines if they are not conducive to improving business performance.

·       
Analyse and oversee payroll cost against the
productivity and business performance measures in the business and engage with
executives and line managers in the areas where there is a mismatch between
payroll cost and business performance changes in partnership with Finance.

·       
Together with the country executives,
participate in the negotiations for the bonus and increase pool allocations for
the product lines and corporate functions. Facilitate, challenge and support
grievance processes in this regard.

·       
Oversee the Beyond Excellence and the Mark of
Excellence nomination and recognition process.

·       
Review the cost of non-permanent resources and
advise the business where non-perm costs are not in line with workforce plans
or where concerns are arising in terms of labour regulations for non-perm
staff.

·       
Review the effectiveness of the talent process
in the business area. Adjust in the process but within overall Group standards.
Nominate executives and senior line management for coaching and other
leadership development. Work with Learning and Development with the selection
of appropriate coaches for individuals in line with the approved list of
coaches.

·       
Drive the Human Capital calendar in the country.
Ensure that line managers and decision makers are proactively briefed at the
start of major events in the Human Capital calendar (for example when the
annual remuneration process start).

·       
Oversee all HC Capital processes in Shared
Services with accountability for all HC Audits performed. Addressing adverse
ratings on audit findings through implementation of action plans to address the
non-compliance.  Continuous focus on
minimising HC related risks through implementation of quality assurance a good
governance

·       
Work with Group Vendor Management to determine
acceptable rate ranges and terms of conditions for non-permanent resources.

·       
Provide input and attend Board meetings as
required.

·       
Act as member of Employee Benefit Committees
administered by 3rd party providers. This include monitoring and managing risks
and participating in review of benefits

·       
Manage relationships with external stakeholders
including Unions, Labour departments and External Regulatory bodies impacting
on the management of employees in country. This will include leading
negotiations with Unions that form part of the collective bargaining unit and consulting
with other Unions where required by Country Labour Legislation.

·       
Ensure that processes, control requirements and
risk management frameworks that are in place for the area are understood by all
members of the team.

·       
Ensure compliance with and adoption of
applicable labour and or regulatory requirements

·       
Review assurance and audit reports that relate
to the area and contribute to the development and implementation of remediation
plans.

·       
Ensure that all evidence requirements for
control reviews and audits are supplied timeously.

·       
Log Risk Incidents because of operational errors
or fraud in the department. Participate in formal investigations. Ensure that
all events are properly analysed and closed out.

·       
Ensure that the teams understand the compliance
requirements in the function. Create actions to address gaps. Monitor
compliance training attendance monthly and ensure that teams understand the
importance of completing it.

·       
In collaboration with Compliance ensure that the
country team has trained and adequate numbers of health and safety
representatives.

Provide analytics on people matters with a clear translation into
business drivers and the impact thereof

·       
Prepare and monitor country People reports and
dashboards and highlight risks associated. Work with the business unit
management team to ascertain what interventions need to be introduced for
corrective action or to prevent further decline.

·       
Participate in the development of key indicators
and metrics for the Human Capital function by collaborating with peers from
other business areas as well as the central business intelligence team.

·       
Maximise the distribution and use of standard,
system-generated reports.

·       
Recommend changes and possible solutions and
provide advice on interventions to remediate concerning trends.

·       
Manage the optimisation of HC systems and
processes to optimise efficiency and effectiveness.

Lead a Human Capital team

·       
Work with the country HC team to achieve desired
business results through continuous improvement and mentoring activities.

·       
Monitor the implementation of the performance
process in the team and apply it rigorously to direct reports.  Coach the team on how to conduct effective
performance discussions.

·       
Analyse management and technical development
needs of the team.

·       
Maintain a succession plan for the management
team using the Talent Management process for strategically critical roles and
an informal process for the remaining roles.

·       
With support from the Regional HC Head and Human
Capital Business Partner, interview and hire direct reports. Support managers
with their recruitment decisions on request.

·       
Review workforce and headcount plans for the
team including requests for headcount changes. 
Approve/decline headcount within overall mandate.

·       
Ensure that all HC employees have leave plans in
place. 

·       
Review key people metrics in the Human Capital
team – attrition, vacancy rates, reasons for leaving, absence rates, grievances
etc. and define strategies to improve the working environment if the indicators
show adverse trends.

·       
Act as second level escalation point for
grievances raised. Participate as decision maker in selected disciplinary
processes.

·       
Manage the HC team budget through the planning
of resource requirements for the Human Capital team including people, capital
expenditure, operational budgets, systems, change requirements and long-term
investments. Monitor overall budgets for the area. Approve items within mandate
Provide guidance to business on budgeting for employee related expenses.

·       
Negotiate and secure the allocation of the resources
to the business area. Ensure delivery against the promised business results.

·       
Translate product line strategies and subsequent
corporate function support into meaningful strategic focus areas for the Human
Capital team. Ensure that focus areas are communicated and understood in all
departments. 

·       
Work with assurance teams and internal audit to
scope reviews and audits. Own and agree remedial actions for audit
findings.  

·       
Ensure that the teams understand compliance
requirements. Call for support from the Compliance Officer when required. 

·       
Ensure that managers understand their
responsibilities for physical and systems access control.

·       
Review health and safety measures at least
annually.

Qualifications, Skills and Experience:

·       
The ideal applicant for the Stanbic Bank Head
Human Capital job must hold an Honors Degree with field of study in Business
Commerce

·       
PGD studies in Human Resources or MBA preferred
qualification

·       
Membership of relevant Country specific
Professional Bodies/Forums/Communities of Practice preferred

·       
At least ten years of experience in Human
Capital

·       
Oversight and understanding of multiple areas
within the Human Capital value chain

·       
5-7 years of experience in the financial
services industry

·       
3-4 years of experience managing teams

How to Apply:

All candidates are strongly encouraged to apply online at
the link below.

Click
Here

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