Job Purpose Statement

Accountable for leading the talent acquisition function and help the organization hire top talent in a timely, efficient & cost-effective manner while promoting diverse & inclusive hiring practices. Accountable for developing and implementing learning strategies and programs and tracking learning effectiveness. The job holder will also be accountable for creating and implementing HR Plans that support optimal business performance, providing support in driving departmental productivity, performance culture and overall business performance.

Key Accountabilities (Duties and Responsibilities)

• Plays a leading role in the designing and implementation of business-wide recruiting processes, applicant tracking systems, management reporting, and vendor management.
• Oversees the quality of performance management process, maintenance of accurate performance management data, feedback and reporting process.
• Plays a leading role in driving and tracking of employee’s performance, through collating of quarterly and annual performance review outcomes and reporting on key challenges and success experienced in the performance management process.
• Lead development of Learning and Development strategy, framework, and the Learning Academy execution for the organization.
• Structure and implement productive learning and talent development components of the collective manpower plan at the lowest cost, thus attaining a desired profit per head ratio against the defined strategy roadmap.
• Develop annual training programs and annual training calendar, which supports business strategy and complies with regulatory requirements.
• Oversee and continuously review a talent management programme to establish career paths, cultivate leadership capacity, and ensure retention of high performers through access to personal development opportunities such as coaching and mentoring, networking, talent rotation, and secondment.
• Develops innovative sourcing strategies and procedures and ensures that there is a consistent and positive candidate experience, which increases the prospects of acquisition and retention of talent for the business.
• Defining and driving team objectives to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring and hiring manager and candidate satisfaction.
• Conducts research and translates trends into creative and innovative practices, maintains a strong understanding of how the innovative trends and competitive landscape affect the business, and identifies the most suitable recruiting approaches that support high performance hiring.

Job Specifications

Academic:

Bachelor’s degree from a recognized accredited university.

Professional:

At least 10 years’ experience in HR, 5 of which should have been in a management capacity in a similar sized organisation.

Desired work experience:

• Proven track record of consistently supporting the achievement of an organisation’s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.
• In-depth knowledge of the local banking industry, banking products, banking services and banking regulations.

NCBA Bank Core Value Behaviours

• Building Trust Advanced
• Responsiveness Advanced
• Openness Advanced
• Driving for Results Advanced

Technical Competencies

• Ability to deliver results by influencing team members.
• Agile
• An eye for detail and data accuracy skills.
• Analytic skills
• Banking and Commercial Acumen
• Building Organizational Talent Advanced
• Business Savy Advanced
• Coaching & Developing Others Advanced

Behavioral Competenies

• Social and Cross-cultural Awareness
• Self-empowerment to enable development of open communication, teamwork and trust that are needed to support true performance and customer-service oriented culture.
• Openness Mastery

• Plays a leading role in the designing and implementation of business-wide recruiting processes, applicant tracking systems, management reporting, and vendor management.
• Oversees the quality of performance management process, maintenance of accurate performance management data, feedback and reporting process.
• Plays a leading role in driving and tracking of employee’s performance, through collating of quarterly and annual performance review outcomes and reporting on key challenges and success experienced in the performance management process.
• Lead development of Learning and Development strategy, framework, and the Learning Academy execution for the organization.
• Structure and implement productive learning and talent development components of the collective manpower plan at the lowest cost, thus attaining a desired profit per head ratio against the defined strategy roadmap.
• Develop annual training programs and annual training calendar, which supports business strategy and complies with regulatory requirements.
• Oversee and continuously review a talent management programme to establish career paths, cultivate leadership capacity, and ensure retention of high performers through access to personal development opportunities such as coaching and mentoring, networking, talent rotation, and secondment.
• Develops innovative sourcing strategies and procedures and ensures that there is a consistent and positive candidate experience, which increases the prospects of acquisition and retention of talent for the business.
• Defining and driving team objectives to meet and exceed hiring benchmarks relating to time to fill, cost per hire, diversity hiring and hiring manager and candidate satisfaction.
• Conducts research and translates trends into creative and innovative practices, maintains a strong understanding of how the innovative trends and competitive landscape affect the business, and identifies the most suitable recruiting approaches that support high performance hiring.

• Ability to deliver results by influencing team members.
• Agile
• An eye for detail and data accuracy skills.
• Analytic skills
• Banking and Commercial Acumen
• Building Organizational Talent Advanced
• Business Savy Advanced
• Coaching & Developing Others Advanced
• Social and Cross-cultural Awareness
• Self-empowerment to enable development of open communication, teamwork and trust that are needed to support true performance and customer-service oriented culture.
• Openness Mastery

• Bachelor’s degree from a recognized accredited university.
• At least 10 years’ experience in HR, 5 of which should have been in a management capacity in a similar sized organisation.
• Proven track record of consistently supporting the achievement of an organisation’s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.
• In-depth knowledge of the local banking industry, banking products, banking services and banking regulations.