Listing reference: capbg_000077
Listing status: Online
Apply by: 9 February 2025
Position summary
Industry: Banking
Job category: Other: Banking, Finance, Insurance, Stockbroking
Location: Botswana
Contract: Permanent
EE position: No
Introduction
Responsible for liaison between Business Line and the Human Resources Department to assess human resources needs in areas of Recruitment and Selection, Employee Relations, Performance Management, Compensation and Benefits, Talent Management and Staff Wellness, by so doing, ensuring that: • the bank continues to improve its performance in achieving its goals, • the bank maintains high standards of compliance with employment legislation • Managers effectively get the best out of their teams • HR strategies are met • Business unit specific strategic and consultative services related to people issues that impact on the business are met • Utilise and customises Centre of Excellence contributions to enable business solutions within specified requirements (policies, processes, governance and systems).
Job description

 

BUSSINESS RELATIONSHIP

·        Acts as a single point of contact and reference for the employees and managers in the business unit.

·        Ensures that all Service Level Agreements are adhered to by both Line Managers and Human Resources Department

·        Builds a strong relationship with the Business Units.

·        Client Relationship Management (CRM) – manage relationships with HR customer base, diagnosing issues, and co-ordinate projects while understanding the complexity of the business.

·        Locate and use Centre of Excellence specialist knowledge to meet Business Unit objectives

·        Facilitate resolution of complex, operational people issues

·        Actively participate in business strategy and operations discussions relating to human resources

RECRUITMENT AND SELECTION

·        In consultation with line management, ensures effective human capital planning for the business units, taking into account strategic objectives, key positions, staffing capacity, skills levels and skills requirements.

·        Ensures effective implementation of the selection process by providing line management with objective and professional input to ensure optimal resourcing levels with the right people, at the right price / cost. 

ANNUAL BUDGET

·        Ensures the correctedness and submission of the bank’s annual budget

INDUSTRIAL RELATIONS

·        Provide advice, guidance, and support to managers and staff in order to effectively manage issues of discipline and grievance in accordance with Company values, policies, and procedures. Ensure that managers understand their roles in these processes and are trained accordingly.

·        Deliver essential employee relations functions

·        Provide high-value added expertise, coaching, advice and execution support to Line Managers and Business Unit leaders

·        Ensures an up to date framework of policies and procedures that enable the business to employ, engage, develop, and manage its people in accordance with the bank’s values.

·        Ensures that managers and staff (including new staff members) understand and access these policies and procedures as appropriate to their roles and responsibilities.

EMPLOYEE ENGAGEMENT/COMMUNICATION

·        To ensure that business results for greater employee understanding and commitment are shared and explained.

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·        To ensure that employees have a clear understanding of the purpose and importance of increasing employee engagement.

·        To cultivate strong social networking in the bank.

·        To encourage balanced discussion of strengths and opportunities for improvements.

·        To ensure that the workplace is open to the application of skills developed.

MARKET INTELLIGENCE AND RESEARCH 

·        To keep abreast with local and international Talent movement trends, remuneration incentive trends and best practices, and ensure that these are effectively and efficiently integrated into bank’ policies and practices.

·        Ensures submission, approval and implementation of Annual Salary and Bonus Reviews.

TALENT MANAGEMENT

7.1 Identification of Key Positions

·        To create key positions dashboards (depicting a framework as to whether the successor will come from internal, expatriate and or external talent pool)

·        To create career path dashboards

·        To create competency dashboards for all key positions (critical skills, experience, qualifications, technical and people management competencies)

         7.2 Talent Identification and Attraction

·      To identify high potential talent through performance management, critical and specialized skills and experience, and leadership competencies.

·        To profile/Assess talent and match against job profiles.

·        To match individual competency against  job competency requirements

·        To facilitate the management of the Competency Matrix.

7.3 Talent Development

·        To support Line Managers in drawing Personal Development Plans, and to oversee the monitoring process.

·        To ensure that the Development Plans outline specific interventions to develop the necessary competencies, as determined by the matching of individual and job competencies in the talent management and succession planning process.

            7.4 Talent Deployment 

·        To ensure that all positions have a “Shelf life” as may be determined according to the bank’s specific needs, with the focus on higher talent mobility within Business Units and within the bank, higher rotation, multi-skilling and knowledge sharing

·        To ensure that barriers are not created to compromise talent deployment.

·        To encourage an environment that fosters receptiveness for constructive feedback and mentoring/coaching.

·        To ensure clear job expectations and transparent career paths.

            7.5 Performance Management

·        To ensure proper implementation of, and adherence to the Performance    Management System and Process across the bank, for both Half Year and End of Year Reviews.

·        To ensure continuous tracking of performance of identified talent, and to continuously use the bank’s Performance Management Process and Learning & Development feedback to identify new internal talent.

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·        To coordinate the Management of Poor Performance through agreed Performance Management Improvement Plans, effective follow up and monitoring of progress, in order to facilitate performance improvement.

·        To continuously identify and recommend performance incentive mechanisms/initiatives.

          7.6 Reward and Recognition 

·        To ensure that the bank’s Reward strategy recognizes talent retention and that clear distinction is made when rewarding the right performance and behaviours.

7.7 Talent Retention

·        To identify ways of retaining key employees in the bank through a combination of competitive compensation, better communication, a wide range of personal growth opportunities, and a clearer articulation of performance standards and expectations.

            7.8 Talent and Career Management Committees

·   To provide Secretarial and advisory services to the Talent and Career Management Committees. 

CHANGE MANAGEMENT

·        To ensure well planned, clear and timely communication to ensure employees’ understanding and buy-in on any Change Initiatives by the bank.

·        Actively identifies gaps, proposes and implement changes necessary to cover risks.

·        Drive and support the implementation of people strategies – lead the change effort through people

·        Adjust  Business Unit HR strategies to respond to changing Business Unit needs

·        Advise the Management Team on HR trends that affect the business

PEOPLE MANAGEMENT

9.1   Job Descriptions & Performance Contracts

·        Ensures that all direct reports have agreed and signed for their job descriptions.

·        Ensures that performance objectives for direct reports are developed and that their Performance Contracts are agreed and signed on an annual basis.

·        Gives internal training, mentoring and coaching to direct reports as may be necessary. 

9.2   Performance Management

·        Conducts Performance evaluation for the Direct Reports bi-annually using the agreed performance contracts.

·        Submits annual Performance Evaluation Reports for the direct reports to Human Resources Department.

·        Identifies and manages poor performers within the unit as per the bank’s policy.

 

 

Minimum requirements

 

  •                  Bachelor’s Degree in human resources or any related field
  •            Master’s Degree an added advantage
  •  Membership of recognised HR organisational body·             7 years generalist Human Resources experience, 2 years of which must have been at managerial level·             Excellent knowledge of employment legislation and the regulatory framework

    ·              Proficiency in computer applications (at least Word, Excel and PowerPoint)

    ·             Good Knowledge of the latest HR trends in the Human Resources field

    ·             Excellent People Management Skills

    ·             Excellent Interpersonal Skills

    ·             Analytical and Problem-Solving Skills

    ·             Persuasive Skills

    ·             Work Values: Fair with impeccable integrity; Attention to and consistent adherence to Deadlines;

 

Benefits

 

Banking related Benefits

 

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