Summary
Date Posted: Friday, December 16, 2022 , Base Salary: Not Disclosed

JOB DETAILS:
Bring your possibility to life! Define your career with us

With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.

My Career Development Portal: Wherever you are in your career, we are here for you. Design your future. Discover leading-edge guidance, tools and support to unlock your potential. You are Absa. You are possibility.

Job Summary
• Plan, manage and monitor the implementation of the Leadership, Learning and Development, Talent Acquisition and Talent Management activities to deliver on the approved operational plans in an effective and efficient manner.
• Provide thought leadership on the Leadership, Learning & Development, Talent Acquisition and Talent Management across the Bank to deliver on the business strategy.
• Partner with the Employee Relations Manager to ensure that diversity and inclusion practices are integrated into the talent acquisition, learning and development, and talent management initiatives.
• Manage the Leadership, Learning and Development, Talent Acquisition and Talent Management budget in collaborations with the People Function Director and Head HR Operations, Governance and Reward.

Job Description
Key accountabilities
Talent Acquisition (20%)
• Develop and implement talent acquisition strategies that are aligned to the delivery of Absa Bank Uganda’s short-term, medium- term and long-term business goals and plans.
• Partner with the Business/Function Heads and People Partners to ascertain the right number and level of employees needed regarding skills and capabilities to support business growth.
• Through strategic partnerships and personal initiative, create a pipeline of capable resources from the market and within the business who can fill critical business roles.
• Define and ensure the implementation of innovative talent sourcing strategies that will enable the establishment of a diverse pool of talent.
• Keep up to date with industry trends to be able to advise the Business/Function Heads on trends that may affect the talent within the Bank.
• Working with the People Partners create opportunities to build or buy talent so that the business is always well-resourced with the relevant skills and capabilities.
• Assess candidates to ensure cultural fit for the Absa Group, values alignment, long term potential, and technical fit for roles, setting realistic role expectations before presenting candidates to Business.
• Develop appropriate metrics, measurement and tracking tools to build accountability and measure results, impact and effectiveness of the talent acquisition processes.
• Make use of data analytics to advise the Business/Function Heads and People Partners of the opportunities available to ensure adequate supply and demand of resources within the business.
• Implement a relevant and robust induction and on-boarding programme for new hires.

Talent Management (20%)
• Align the talent strategy with business strategy to deliver a competitive advantage for the business.
• Lead and drive talent management related programs across the business such as competency frameworks, succession planning, career management, etc,) using advanced talent management knowledge and related tools and processes
• Stay ahead of talent management trends and share these with other people function colleagues, people management and business/function heads.
• Collaborate with Group Talent colleagues to help shape the design, development and adoption of groupwide solutions and offerings into the Absa Uganda business.
• Explore all available channels and processes to build diverse internal and external talent pools.
• Design and implement fit for purpose talent programmes.
• Provide proactive leadership on all talent management matters.
• Prepare HR to lead the workplace into the future by providing training on the necessary skill sets to ensure success in a future where the speed and quality of decisions is what matters. These skills include learning agility, creativity, storytelling, and business and data acumen
• Provide relevant data and expertise to the business heads to enable robust talent discussions at all levels of business.
• Act as the Future of Work guide within the business and lead conversations on how the workplace will operate over the next decade.

Learning and Leadership Development (30%)
• Develop and implement innovative learning and development programs that support the full employment lifecycle including onboarding, career development, succession planning, management and leadership development.
• Develop and recommend the optimal mix of learning delivery methodologies including classroom, on-line, e-learning and blended approaches; have the agility to re-imagine current offerings in response to shifts in strategy and organizational environment.
• Take an active role in mapping out how digital and technological shifts will influence Absa Uganda’s learning and development needs and recommend appropriate solutions.
• Create new capabilities for people leaders with tools that allow them to connect the dots between people and business patterns.
• Identify and resolve Diversity and Inclusion imbalances, set goals on the right metrics in relation to learning and leadership development.
• Partner with the People Partners to support the analysis and scoping of the LL&D components of the overall Business’ people agenda.
• Consult and partner with People Partners to ensure consistency and execution of all LL&D objectives that are aligned to business strategy and people agendas.
• In partnership with the People Partners provide LL&D expertise and insight at business meetings, either directly to the Business Head or to a wider management team.
• Lead and programme manage the diagnosis and delivery of bespoke learning and development interventions in line with the business goals, working in collaboration with the Learning Solutions teams to present an integrated LL&D delivery model.
• Operate in a commercial and business management way, leverage internal governance, policies and processes as appropriate to agree; objectives, outcomes, communication and embedding practices, timescales, budget, ROI expectations etc. Use Data and analytics to define the ROI for development programs
• Build and maintain strong relationships with the clients and develop an excellent understanding of business strategy and objectives, identifying opportunities for learning and development interventions across the global infrastructure business areas
• Maximize utilization of internal learning solutions and synergies in all learning propositions, across all business areas, optimizing external spend
• Leverage and research external best practices to provide leading edge innovative solutions to the clients, and share this research with the team
• Leverage existing best practices across ABSA to provide a consistent learning model
• Engage with and build an external LL&D network to ensure continuous updating of current best practice and leading-edge knowledge of learning

Stakeholder Engagement (10%)
• Build and maintain effective relationships with key internal and external stakeholders including business leaders; people partners; people managers; colleagues; Group Learning, Learning and Development, Leadership Development, Talent Acquisition and Talent Management Leads; Learning institutions; Industry bodies and sector forums
• Act as the face of Leadership, Learning and Development, Talent Acquisition and Talent Management to the business, pulling in Leadership, Talent or Curriculum Specialists as required.
• Effectively engage and manage external talent, leadership, learning and development service providers in-country.

Employer Branding and Employee Value Proposition (10%)
• Participate in creating a compelling employee value proposition that will attract and retain top talent.
• Develop and implement plans on employer branding to ensure that Absa Uganda remains an employer of choice
• In liaison with the Colleague Experience team create awareness on the employee value proposition and ensure that all the key pillars/elements are understood by people managers, employees and other stakeholders.
• Monitor and interact with and respond to candidates, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required.
• Review and monitor candidate and colleague experience across the learning and talent management value chain including but not limited to on- boarding and off-boarding to ensure a good experience.

Risk, Governance and Control Management 10%
• Up skill and educate people managers on People Manager Standards
• Ensure to adhere to the Talent Acquisition, Talent Management, Learning, Leadership policy and governance requirements throughout the employee’s lifecycle.
• Ensure to meet all the governance requirements on Learning and Talent Acquisition Systems.
•

Role/person specification
Preferred Education
• Bachelor’s degree in Human Resources, Organizational Psychology or related course
• A post graduate qualification is an added advantage

Preferred Experience
• At least 5+ years’ experience in a broad-based background in Business Partnering, Talent Acquisition, Talent Management, Leadership Development or Learning and Development
• Prior working experience with financial services or the technology space an added advantage
• Prior experience coaching, developing, and training individuals throughout their career journeys
• Prior experience managing a team(s)

Knowledge and Skills
• A good knowledge of the HR policies, standards and process related to the role
• Ability to build influential and impactful relationships internally and externally
• Excellent problem-solving skills
• Ability to thrive in an ambiguous environment
• Ability to lead people through change and met deliverables in a complex environment
• Ability to manage the financial budget for function area
• Familiarity with assessment instruments (SHL, Korn Ferry, Hogan, etc. is an added advantage

Technical Competencies:
• Competency
• Learning and Development
• Competency definition/descriptor
• Understands and facilitates learning and development to support organizational learning needs within legislative and regulatory parameters
• Proficiency level

Behavioral Indicator
• Understands the requirements (suitability, procurement requirements etc.) to choose suitable learning providers. Applies understanding of the training and development process in the development of curricula and learning programmes. Sound understanding of skills development legislative requirements for the design and delivery of training. Sound understanding of the planning and implementing of different learning and development initiatives suited to the requirements of learners and the organization. Sound understanding of how to use a learner management system to support record-keeping and reviews.

Education
Bachelor`s Degrees and Advanced Diplomas: Human Resource Development (Required)

Work Hours: 8

Experience in Months: 60

Level of Education: Bachelor Degree

Job application procedure
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