Workforce jobs in United States

MAIN PURPOSE OF THE ROLE:

To develop and execute human capital strategies that align with the bank’s overall goals and objectives. Overseeing all aspects of the employee lifecycle, fostering a positive and inclusive workplace culture, and ensuring the development and retention of top talent within the bank. As a strategic business partner, provide strategic guidance and leadership to the executive team on all people and culture matters. Creating a high-performing workforce that supports the bank's strategic objectives.

MINIMUM EDUCATION AND EXPERIENCE:

• Master’s degree in human resources/Organisational Development/ Industrial Psychology/ Business Administration or related field
• Professional Certifications: SABPP HR Professional registration/ Senior Professional in Human Resources (SPHR/ SHRM)
• Minimum 10+ years of progressive experience in human capital and people management with 5+ years’ experience of proven leadership and strategic management, ideally in a senior HC role

ROLE RESPONSIBILITIES:

• Management of Resources
• Manage and develop subordinate(s): Performance management in terms of contracting, reviews and poor performers, Training and development, Employee relations
• Manage people efficiencies through leave management, headcount budget, fixed term contracts, staff movements, secondments, staff utilization
• Take appropriate disciplinary measures as required
• Facilitate induction of new staff within one month of joining the organization

Strategic human capital leadership

• Develop and implement a comprehensive people strategy aligned with the overall business strategy
• Oversee the end-to-end HC delivery at the vertical or business unit level
• Provide strategic guidance to the executive team on human capital matters, including talent acquisition, employee development, and workforce planning
• Align people and culture strategies with the financial goals, risk management objectives, and growth plans of the bank
• Implement effective talent management strategies, including succession planning, career development, and performance management
• Collaborate with business leaders to identify and address skill gaps, ensuring the workforce is equipped to meet the evolving needs of the banking industry
• Lead HC initiatives that support the bank's adaptation to industry changes and market dynamics. Facilitate smooth transitions during mergers, acquisitions, or other organisational changes in the banking sector
• Develop initiatives to enhance employee satisfaction, motivation, and commitment for the bank
• Develop and implementing strategies to promote diversity, equity, and inclusion
• Utilise HC analytics to gather insights into workforce trends, performance and implement data-driven approaches to improve overall human capital outcomes

Partnering and management of the HC environment within an identified Bank Vertical

• Translate the group and business unit’s people strategy into operational plans for execution at vertical/BU level and align HC initiatives with business strategies
• Ensure the integration of the Human Capital calendar into the business calendar. Proactively brief vertical/BU leadership at the start of major events in the Human Capital calendar
• Develop strategic workforce plans that address skill gaps and support business growth. Oversee the design and implementation of training and development programs to enhance employee skills and competencies
• Lead and advise on organisational restructuring efforts based on strategic shifts, managing change processes to minimise disruptions and ensure smooth transitions
• Define the people change approach for change initiated in the business unit. Ensure that Business Partners are equipped with the right skills and tools to support the business through the changes
• Coach leaders on effective communication strategies and implementation of people and culture strategies at vertical/BU level
• Collaborate with business leaders and Talent Management teams on effective recruitment strategies to attract top talent in the vertical/BU
• Oversee the recruitment process for EL and above roles, including interviewing, and onboarding
• Provide data-driven recommendations to support business decisions and align HC metrics with key performance indicators
• Oversee performance management processes, including goal setting, feedback, and evaluations
• Oversee employee relations, handling issues such as conflict resolution, disciplinary actions, and grievance procedures. Ensuring fair and consistent application of HC policies and procedures
• Foster a positive and inclusive workplace culture that encourages employee engagement, collaboration, and innovation. Implementing employee engagement programs and initiatives
• Continuous scanning of the environment and the crafting of proactive HC solutions for the business
• Oversee all HC interventions and the scheduled HC activities in the BU as per the organisational HC calendar
• Oversee all HC administrative processes and optimise HC operations to support the vertical/BU

Collaboration with HC Centres of Excellence (CoE)

• Lead interventions relating to Change, Transformation, Talent Management, People Development, OD interventions and other HC services in collaboration with CoE’s
• Review the job architecture for the business area and conduct job analyses to define roles, responsibilities, and required skills, ensuring clarity in job descriptions and expectations for each position in the business unit
• Collaborate on designing and implementing training programs tailored to the specific skills required in the banking sector. Aligning individual development plans with broader talent development strategies
• Work with the Total Rewards CoE to ensure that reward systems are competitive within the bank
• Drive the analysis of the skills gap in the business unit by engaging with learning specialists and providing a forward-looking view of the business requirements. Identifying training and other development opportunities available in the bank
• Collaborate on leveraging HC analytics to gather insights into workforce trends and performance
• Collaborate and implement wellness programs that address the unique challenges in the bank
• Collaborate on strategic change initiatives, ensuring alignment with HC practices. Provide input on communication strategies during organisational changes

Reporting

• Populate and submit monthly reports providing insights and analysis on people trends, highlighting areas of improvement and success
• Report on employee relations and grievance metrics, including the number and nature of employee complaints
• Generate regular reports on KPIs such as employee engagement, turnover rates, time-to-fill for vacancies, and diversity metrics
• Analyse data to identify opportunities for talent development and succession planning
• Analyse recruitment data to optimise talent management strategies and improve the efficiency of the hiring process
• Work with finance and leadership teams to report on HC budget utilisation

Budget management

• Develop an annual HC budget based on strategic objectives. Align budget allocations with key HC initiatives, such as talent acquisition, employee development, and retention programs
• Develop a budget for employee training and development programs. Allocate resources for both internal and external training initiatives
• Implement budget tracking mechanisms to monitor actual expenditures against planned budgets
• Develop metrics and reports to measure the effectiveness of HC initiatives and their financial impact
• Develop forecasting models to anticipate future HC budget needs. Plan for contingencies and allocate funds for unforeseen HC challenges
• Provide updates on budget performance, expenditures, and financial impacts. Collaborate with finance teams to align HC budgets at vertical/BU with overall bank financial goals

Treating Customers Fairly and Compliance

• Create and maintain productive relationships with internal and external clients by providing advice and assistance
• Create understanding of the ‘real’ versus ‘perceived’ need through experience and expertise while complying with company policies, legislation and regulations
• Keep the client informed about progress through written communication, telephone communications, and/or face-to-face meetings
• Build a positive image by exceeding client expectations at all times
• Treat internal and external customers fairly at all times