Senior Manager, Talent Management At NCBA Bank

Senior Manager, Talent Management

Company: NCBA Bank Division: Human Resources (HR) Reports to: Head of Human Resources Job Grade: 6 Job Type: Full-time

Table of Contents

Job Overview

NCBA Bank is seeking a high-performing strategic leader to join our Human Resources Division as the Senior Manager, Talent Management. This is a pivotal Grade 6 role reporting directly to the Head of Human Resources.

The successful candidate will be accountable for leading the bank’s talent acquisition function, ensuring the organization attracts and hires top-tier talent in a timely, efficient, and cost-effective manner. Beyond recruitment, this role is central to promoting diverse and inclusive hiring practices that align with NCBA Bank’s corporate values.

You will be responsible for developing and implementing robust learning strategies and programs while tracking their effectiveness. Furthermore, the role involves creating and executing HR plans that support optimal business performance, driving departmental productivity, and fostering a high-performance culture across the bank.

Key Roles and Responsibilities

The Senior Manager will operate across four strategic pillars: Financial Management, Customer Focus, Internal Processes, and Learning & Growth.

1. Strategic Talent Acquisition & Financial Management (30%)

You will play a leading role in designing and implementing business-wide recruiting processes. This includes the management of Applicant Tracking Systems (ATS), management reporting, and vendor management.

Manpower Planning: Structure and implement productive learning and talent development components of the collective manpower plan at the lowest cost, attaining a desired profit-per-head ratio against the strategy roadmap.
Budgeting: Develop annual training programs and calendars that support the bank’s business strategy while complying with regulatory requirements.
Performance Metrics: Define and drive team objectives to meet and exceed hiring benchmarks relating to time-to-fill, cost-per-hire, and diversity hiring.
Market Intelligence: Conduct research to translate trends into creative practices, maintaining a strong understanding of how the competitive landscape affects the business. You will identify the most suitable recruiting approaches that support high-performance hiring.

2. Stakeholder Management & Business Partnering (30%)

You will work jointly with stakeholders and the HR team to ensure the implementation of people strategies within assigned divisions and departments.

HR Business Partnering: Accountable for the effectiveness of the Human Resources Business Partnership model in supporting assigned divisions strategically.
Hiring Systems: Ensure effective implementation of hiring policies, processes, and tools to attract and select people with competitive attributes and skills.
HR Analytics: Ensure that talent HR Analytics outcomes are relevant and actionable in supporting talent management decisions within assigned divisions.
Employee Engagement: Look after employee engagement and the creation of a quality leadership experience that translates into innovation and a conducive work environment.

3. Operational Excellence & Internal Processes (20%)

Policy Compliance: Collectively drive the HR Division’s adherence to approved policies and procedures and provide feedback to keep them competitive.
Performance Management: Oversee the quality of the performance management process. This involves maintaining accurate data, managing the feedback loop, and reporting on quarterly and annual review outcomes to track employee performance challenges and successes.
Process Improvement: Be an advocate for a continually improving way of working within the team to drive efficient and impactful engagement and accurate delivery of service.

4. Leadership & Internal Growth (20%)

Team Development: Maintain your own high performance while working closely with the team leader in the functional management of HR Business Support Officers and Graduate Trainees.
Succession Planning: Own up-to-date competency assessments and development plans to ensure nil disruption to business or loss of business due to a lack of succession and back-fill.
Mentorship: Maintain the desired Leadership 360-degree feedback score and ensure the effective supervision of functional reports, including Graduate Trainees and Interns.

Job Dimensions & Decision Making

The Senior Manager operates with significant autonomy and authority, including:

Recommendations: Recommending the appropriateness of the unit’s structure, division policy, procedures, and tools.
Approvals: Approval of staff costs and headcount within the approved limit.
Strategic Contribution: Contributing to the 5-year bank strategy by translating the annual people strategy into operational models and performance scorecards.
Expenditure: Approval of expenditure categories within discretionary powers delegated through the Group Director HR.

Qualifications and Requirements

To be considered for this position at NCBA Bank, candidates must meet the following strict academic and professional criteria:

Academic Background:

Must hold a Bachelor’s degree from a recognized, accredited university.

Professional Experience:

Minimum of 10 years’ experience in Human Resources.
At least 5 years of this experience must be in a management capacity within a similar-sized organization.
Banking Experience: In-depth knowledge of the local banking industry, banking products, services, and regulations is required.
Track Record: A proven track record of consistently supporting the achievement of an organization’s people strategy, with a market reputation of being a trusted advisor.
Regulatory Knowledge: Sound working knowledge and understanding of all labor regulations and practices.

Core Competencies

Technical Competencies:

HR Management: An all-rounded HR practitioner who engages with stakeholders at the highest levels. Capable of gathering evidence to determine the value the organization needs to deliver and putting in place strategies to maintain positive engagement.
Banking and Commercial Acumen: A seasoned commercial thinker, proficient with depth of experience in areas of business and banking. Ability to adapt to and work in different functions.
Leadership: A change catalyst capable of initiating and implementing change to enhance team delivery. Must possess the political intelligence to navigate diverse stakeholders’ agendas and the resilience to sustain high performance under pressure.

Behavioral Competencies:

Emotional Intelligence: Awareness of own emotions and their effect on others, with the self-control to keep disruptive impulses in check.
Social and Cross-cultural Awareness: Ability to interact with people in different social and cultural environments with respect and positive regard.
Agility: Ability to change plans, methods, or goals in light of new information, with the readiness to act on opportunities.

How to Apply

If you believe you have the strategic vision and HR expertise to drive NCBA Bank’s talent agenda, we invite you to apply.

To submit your application, please follow the link provided below.

CLICK HERE TO APPLY