The new NCBA has harnessed the power of both NIC and CBA to create a bank that brings together the best of both worlds from cutting edge mobile banking to good old-fashioned relationship management; from scalable business banking to financial services that grow as your business does; from best-in-class choice of products to investment solutions tailored to your specific needs.
Job Purpose Statement
Serve specific organisation divisions and/or departments as the HR interface in delivering the Business Strategy through managing the HR relationship with the business and providing full range HR operational and strategic support. This will be achieved by creating and implementing HR Plans that support optimal business performance in all areas of Human Resource in line with HR policy standards and industry best practice. Provide functional leadership to the administrative support officers of the team.
Key Accountabilities (Duties and Responsibilities)
Financial Performance
Structure and implement productive workforce plans within budgeted 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/or departments by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analysing 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.
Customer
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 in supporting the assigned divisions and departments strategically.
Recruiting the right talent through effective implementation of the hiring systems (policies, processes and tools) in attracting and selecting people with competitive attributes and skills. Page 2 of 4 JD HR Business Partner
By aligning staff to business objectives, ensuring the realisation 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 staff performance and productivity.
Support employee engagement and the development of quality of leadership experienced, which translates into innovation, conducive work environment.
Support the development of departmental succession plans.
Contribute to the updating of HR policies and practices.
Internal Business Processes
Collectively drive the HR Division’s adherence to approved policies and procedures and provide valueadding feedback for continuous improvement and achievement of a satisfactory departmental Audit.
Be an advocate for efficient, impactful engagement and accurate delivery of service to drive a world-class customer experience culture.
Proactively participate in organisation projects
Learning and Growth
Maintain own high performance and work closely with the team leader in the functional management of the HR Business Support Officer.
Own up-to-date and actioned competency assessments and development plans.
Work towards observing the bank values and service standards to ensure a good departmental CSI score
Achievement of annual learning hours as per the performance management guidelines.
