Human Resource Business Partner

BASIC PURPOSE:
The HRBP is responsible for implementation and monitoring of the HR Business partnering framework in the
respective area of operation, in line with the HR Strategy and policies and the wider Bank’s business strategy.
Through this the position will support the achievement of the Unit and overall Bank objectives
MAIN DUTIES & RESPONSIBILITIES
• Partner with senior leadership to develop and implement effective HR policies and practices that will
support the strategic growth of a business.
• Develop people strategies and design approaches for diagnosing and enhancing organizational
effectiveness and employee satisfaction.
• Support organizational change by ensuring that appropriate structures are in place as a means of
defining jobs and aligning the growth strategies of the Bank with the staffing plan and Budget. This
includes involvement in Job Evaluation, alignment of Organisation structures and job descriptions.
• Provide catalytic support to enable business transformation. Work with business/function leaders to
spot opportunities for organizational development, which will accelerate the delivery of business
strategy
• Coordinate job evaluation activities
• Design job profiles to attract the right candidates
• Develop appropriate structures aligned to business strategy
• Partner with line management and staff to identify current and future staffing needs
• Provide technical support to Line Managers in respect to developing/updating and or aligning of job
descriptions on an on-going basis
• Facilitate recruitment process for open positions. Determine recruitment process and tools
• Manage the recruitment process to ensure quality, timely and cost efficient outcomes
• Assess the level of talent, coordinate and implement succession planning and talent management
strategies to support the delivery of business requirements in relation to the Banks current and future
competence, knowledge and skills needs.
• Coordinating the Staff cost and Headcount (workforce planning) budgeting and monitoring in the
respective area of operation. This will also include coordination and support in Resourcing decisions
made for staff.
• Developing and Implementing retention strategies to enable the Bank retain its critical talent as well as
maintain overall attrition at acceptable levels
• Report on progress to Management and recommend actions where appropriate
• Promote diversity awareness In people practices
• Execute, support and monitor the implementation of the Bank’s performance management system.
This will include supporting implementation of the poor performance management interventions with
Line managers.
• rain managers/ staff on performance management, including tools used, setting of KPIs and
assessments
• Monitor the performance review process, identify gaps and provide guidance.
• Monitor and follow through the staff confirmation process
• Create and execute learning strategies and programs. Translate the business/function strategy into
long- and short-term people plans, which consider the organization’s leadership, capability, cultural,
and structural development needs.
• Evaluate individual and organizational development needs and lead, implement and manage staff
development initiative
• Participate in Risk management / compliance activities eg, regular reporting, identification and
mitigation of HR risks and action planning and closure of Audit and Compliance issues
• Ensures compliance with labor law requirements, state legislation, company policies, and procedures.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees,
reducing legal risks and ensuring regulatory compliance. Partners with the legal department as
needed/required.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees,
reducing legal risks and ensuring regulatory compliance. Partners with the legal department as
needed/required.
• Support the staff engagement agenda of the Bank in order to ensure implement of relevant initiatives
to have a motivated and productive staff base and deliver our Employee value proposition. This will
include undertaking various interactions with staff in the area of operation.
• Coordinate and implement the employee survey feedback action plans
• Facilitate employee engagement session
• Support staff retention initiatives
• Lead and coordinate Change Management initiatives.
QUALIFICATIONS, SKILLS AND EXPEREINCE
QUALIFICATIONS
• University degree In Human Resources or Business-related field
• Post graduate qualifications in HR will be added advantage.
SKILLS
• Strong knowledge of recruitment
• Accustomed to working in fast moving and changing environments
• Culturally aware and adept at working across multiple geographies
• Effective writing and presentation skills in English.
• Good working knowledge of Microsoft Office (Word, Excel, PowerPoint etc)
• Leadership and people management skills
• Strong analytical, problem-solving, decision-making and financial management skills.
• Excellent interpersonal and networking skills, internally and externally.
• Work with minimum supervision
• Demonstrate a good level of maturity. Able to handle high level of confidentiality, regarding employee
information and apply good judgement in unforeseen emergencies.
EXPERIENCE
• Minimum 5 years’ experience in HR.
If you believe you can clearly demonstrate your abilities to meet the criteria given above, please submit
your job application cover letter along with a detailed resume, copies of the relevant certificates and
testimonials in a single PDF file format, quoting the respective Job title or Ref no. in the subject field to