Talent Culture Officer

• Structure and implement productive manpower plans at the lowest cost, thus attaining a desired profit per head ratio against the defined strategy roadmap.
  
• Manage the success of Human Resources financial strategies of the assigned divisions and departments by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
  
• Monitor the approved staff costs and head count budget of the assigned divisions and/or departments to ensure it remains within the approved limit.
  
• Introduce new business/ accounts to the bank evidenced and coded under your DAO code
  

Work jointly with stakeholders and team to ensure the implementation of people strategies within the assigned divisions and/or departments more so:

• Accountable for the effectiveness of the Human Resources Business Partnership model in supporting the assigned divisions and departments strategically.
  
• Effective implementation of the hiring systems (policies, processes and tools) in attracting and selecting people with competitive attributes and skills.
  
• Realization of performance (result-oriented) culture, evidently driven by suitable performance management practices and leadership development programmes.
  
• Ensure that the Compensation, Benefits and HR Analytics outcomes are relevant in supporting total reward within the assigned divisions and/or departments, that enhances talent engagement and productivity.
  
• Enhance the divisions and/or department s competencies and capabilities through development and implementation of learning and development strategies and systems that are effective in enhancing productivity, mitigating impact of high staff turnover driven by labour market environment.
  
• Ensure the provision of the highest quality of human resources shared services.
  
• Look after employee engagement and the creation of quality of leadership experienced which translates into innovation, conducive work environment.
  

Provide overall leadership and support high performing and engaged workforce, through managing performance, motivating, coaching and training the team accordingly.

• Maintain own high performance.
  
• Own up-to-date and actioned competency assessments and development plans.
  
• Nil disruption to business / loss of business due to lack of own succession and back-fill.
  
• Maintain the desired Leadership - 360-degree feedback score
  
  
  
  

Requirements

Academic:

Bachelor s degree from a recognized accredited university.

Professional:

At least 5 years experience in HR, 2 of which should have been in a management capacity in a similar sized organization.

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.