Human Capital Manager at Rand Merchant Bank

⏲ Aug 4, 2024, 7:41 PM
⋕ View all HR & Recruitment Services jobs
⌂ See more jobs at Rand Merchant Bank

Rand Merchant Bank (RMB), a division of FirstRand Bank Limited, is a leading African corporate and investment bank and part of one of the largest financial services groups in Africa. We offer our clients innovative, value-added advisory, funding, trading, corporate banking and principal investing solutions.

We are recruiting to fill the position below:

Job Title: Human Capital Manager

Location: Lagos
Employment Type: Full-Time

Job Description

This role supports all teams/functions across the Bank with end-to-end people management practice execution services, including workforce planning, talent management, talent development, talent engagement, and reward and recognition.
The role will partner with the business and work closely with all Line Managers to provide first line human capital support to employees to ensure the delivery of a positive employee experience, execution of business goals, and reward and consequence management as necessary.
The successful candidate will assist in leading and managing the HC Function end to end; and promote a professional approach to people management & employee wellness at both strategic and operational levels.
He/she will also support the Head, Human Capital, in formulating and implementing human resource strategies and policies in alignment with overall business objectives and strategic direction.

The successful candidate will be responsible for the following:
Strategic HC Business Partnering & Advisory:

Championing the articulation and development of the Human Capital (HC) strategy and ensuring alignment with the Bank’s overall strategy and business objectives.
Participate in strategy sessions in order to identify the emerging Human Capital requirements.
Translating the department’s strategies into specific operational plans and programs; and communicating these to stakeholders as appropriate, to ensure mutual understanding of roles, responsibilities, and accountabilities.
Support the Head of Human Capital in overseeing the key HR focus areas (i.e. career management and succession planning, training and development, employee welfare, performance management, and HC administration).
Ensuring that all staff-related policies, procedures, and practices comply with local regulatory requirements, reflect best practices, and are in line with Group policies.
Continually reviewing and assessing the effectiveness and efficiency of the department’s policies, procedures, and processes and identifying improvement opportunities.
Overseeing candidate sourcing and selection, ensuring equity and fairness and that the right calibre of individuals are employed into the Bank.
Executing people management initiatives wit
Partnering with business to develop and implement holistic HC solutions that empower the business to achieve its objectives
Manage and execute HC activities in line with the HC Calendar
Provide day-to-day performance management guidance to the business through coaching, career development, counseling, and disciplinary actions.

Workforce Planning:

Continuously monitor resourcing requirements against budget and strategic business imperatives

Performance and Talent Management:

Promoting the performance culture and encouraging line managers and employees to take ownership of individual and team performance.
Apply HC systems and practices to support the business in sourcing, developing, and driving the productivity of employees.
Intervene between line managers and employees on performance-related disputes.
Support the business in managing career conversations between employees and line managers in order to ensure delivery of the employee value proposition and retention of critical talent.
Train and/or upskill Line Managers and Employees on the management of performance in order to build organizational capacity to perform and deliver the Bank's strategy.
Ensure adherence to Performance Management cycles in order to drive a high-performance organization.
Partner with business to develop and manage the succession pipeline.

Employee Engagement & Change Management:

Providing expert advice and support to line managers & employees on all HR-related issues as appropriate.
Partner with the business leadership to implement plans that shift the dial on a positive employee experience
Apply HC legislation & policies when advising Line managers and employees in order to maintain harmony within the workplace.
Proactively developing and promoting feedback mechanisms for employees to influence the continuous improvement of HR services and processes.
Act as the lead Change Champion for any business transformation activities
Support the Head of HC in leading employee engagement diagnostic processes

HC Analytics:

Generate and delivery accurate and meaningful people reports monthly, to the Head of Human Capital.
Generate insights that drive the effective management of employees in order to ensure productivity and attainment of business goals.
Connect HC data with business data to demonstrate an aspect of the organisation that business leaders should be informed about to help them make decisions.

Labour Relations Advisory:

Handling of disciplinary and grievances matters in areas of responsibility
Collaborate with the legal team to interpret human resources administrative policies, advising employees and management on complaint investigation, progressive discipline, and employee grievances.
Represent the Bank at mediation and arbitration forums where necessary on behalf of the Bank.

Culture:

Live and exemplify the RMBN and FirstRand values
Drive and promote a high-performance culture
Actively participate and Champion the 360-degree feedback process

Compliance and Governance:

Execute tasks in adherence to all relevant regulatory and business practices.
Active risk management by applying and promoting a culture of ongoing detection and resolution of Statutory and regulatory compliance breaches

Stakeholder Management:

Build and manage objective working relationships with various stakeholders with the aim of being recognized as a trusted advisor and living the RMB principles and values.
Communicate effectively and ensure closed-loop feedback to stakeholders, to maintain and enhance the HC team brand of client-centricity
Deputizing for the Head – HR, and providing support to that role
Performing any other duties as may be assigned by the Head of Human Capital.

Qualifications and Experience

A First Degree or equivalent in Social Science, Human Resources Management, Business Administration, Industrial Psychology, or related field is required
Ideally a Masters’ degree in human resource management or related personnel/human resources field.
Experience working in human capital within a Corporate & Investment banking environment will be advantageous.
An active membership of HR Professional Bodies such as Chartered Institute of Personnel Management (CIPMN), CIPD, NIM etc is a strong preference.
Knowledge of the banking and financial services industry is a distinct advantage
Minimum of 8 years post NYSC (with at least 3 years supervisory/managerial) generalist experience in human resource management, with a demonstrable working knowledge of end-to-end employee lifecycle management in multiple human resource disciplines.

Technical Pre-requisite:

Robust knowledge and deep understanding of Nigerian Employment and Labour Laws/regulations.
Consultation skills/strategic partnering
Experience in developing and analyzing surveys and metrics.
Knowledge of dispute resolution process
Customer centricity/service exposure and orientation
Knowledge of and exposure to competency-based recruiting, and various talent mapping/profiling methodologies and tools
Data reporting capabilities

Competencies Required:

The successful candidate should have excellent communication and interpersonal skills in order to form lasting relationships.
S/he must be self–motivated and able to work well both in a team as well as independently.
S/he must have the ability to apply knowledge and experience in a creative manner to add value to the department. S/he must maintain the highest degree of professionalism and business acumen.

Leadership Capabilities: