Job Purpose
The Senior Manager, Talent & Leadership Development will be responsible for the talent and leadership development strategy in the Bank employing sound development practices, talent management principles, and employee engagement strategies.
Key Duties and Responsibilities
Strategic Responsibilities
Actively participate in the development, implementation, and execution of the Talent strategy.
Develop and execute Talent and Leadership Development plan.
Technical Responsibilities
Responsible for developing and implementing a comprehensive Talent & Leadership Development strategy aligned with the bank’s objectives and values.
Identify leadership skills gaps and development needs in the Bank through various types of assessments, evaluations and feedback mechanisms and design invention programs.
Design and execute comprehensive leadership development programs tailored to various levels of leadership within the organization.
Collaborate with internal stakeholders to provide coaching, mentoring, and training opportunities for high-potential employees.
Develop and maintain succession plans for key leadership positions to ensure continuity and readiness for future leadership needs.
Identify potential successors through talent assessments and talent reviews and implement development plans to prepare them for future roles.
Provide professional expertise and support in the design, development and implementation of the talent review programs that are required to achieve business goals and result in the creation of an internal bench of top talent.
Build effective programs for workforce retention, promotion, and succession planning.
Carry out market research to benchmark on Talent Management training programs that focus on enable the workforce to achieve improvements with priority organizational concerns.
Preparation of ad hoc and periodic reports on activities related to the role and share with the supervisor in a timely manner.
Collaborate and maintain stakeholder relationships to ensure seamless delivery of service.
Adhere to the bank policies, procedures, guidelines, and related standards.
Provide ongoing oversight and support to ensure that Talent Management measures are optimally utilised to achieve the intended goals.
Contribute to strategic projects with other HR partners and Senior Management team, particularly where these impact on Talent and leadership Development’s processes and systems.
Any other roles and responsibilities as may be assigned by the supervisor.
Qualifications
A Bachelor’s degree in any of the following areas; Human Resource Management, Commerce (Human Resources), Business Administration or equivalent qualification from a recognized institution.
A Master’s degree in Human Resource Management/Development, Business Administration (Human Resource Management), Organisational Development or equivalent qualification from a recognized institution is an added advantage.
Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
Work Experience
At least Ten (10) years of experience in a Talent and Leadership Development environment in a financial / Fintech institution, with at least five (5) years in a senior leadership role.
Competencies
Technical Competencies
Knowledge and Experience:
Hands-on experience with Talent and Leadership Development programs.
Proficiency with curriculum design and development for adult learning techniques.
Demonstrable ability to train on a variety of topics in a high performing knowledge work environment.
Ability to develop tools and methods to measure effectiveness of leadership training programs.
Ability to develop and oversee a Talent management system.
General and Behavioural Competencies
Leadership and people management including performance management, coaching, and mentoring – Ability to motivate, influence staff to act towards achieving a common goal. Create and articulate a vision, inspiring others to work towards achieving the vision and providing developmental and stretching opportunities to staff – in line with skills, abilities, and experience.
High level interpersonal and cross-cultural skills, including ability to build consensus, alliances, and collaborative relationships with sensitivity to diversity.
Critical and analytical thinking and problem-solving skills – ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions
Planning and organization – Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
Quality orientation – Ability to check work to ensure accuracy and adopt a disciplined approach to work and drive for closure, results, and success.
Communication and information sharing – Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
Professionalism, work ethic and integrity – Ability to convey a high level of excellence and competence on delivery of duty.
Collaboration and teamwork – Ability to work collaboratively within a group of people to achieve a common goal. Support team members to take decisions independently and take the lead in their area of expertise.
Risk management- ability to identify departmental risks and develop mitigating measures.
Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
Customer focus – Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
Governance – knowledge and ability to ensure good governance practices.
Decision making – the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
Emotional Intelligence – manages emotions in a mature and composed manner as expected of staff.
Digital mind-set – Ability to recognize the importance and impact of technology on the ways of working and integratetechnology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
Creativity and innovation – Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.
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