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Head, Human Capital

Posted in ,,

Standard Bank Group Company

Company Website

Job Type

Full Time





Description :

Job Purpose:


To provide strategic direction to Country Leadership on all country Human Capital (HC) requirements. Align the Human Capital strategy for the country, to that of the business product lines and Group HC Strategy. Provide leadership to the Human Capital team CIB, PBB, Wealth and Corporate functions in a unionised environment within the Standard Bank Group. Be an active member of the country executive team and delegate to the Country bank board.


Key Responsibilities/Accountabilities (not limited to):

Drive the Human Capital strategy to support achievement of the business strategy:

Define annual and long-term people plans for the country business plan aligned to product line or group corporate functions by interpreting group business line priorities. Work with executive teams in the business (Country) and Human Capital function to refine, interpret, refine and embed their strategic plans into tactical operational plans.

Proactively considering current and future business plans for expansion, market changes, process and system changes, review the organisation design of the area. Engage with business unit product line executives to look for opportunities to create better alignment between the operation structure of the country and the strategy of the product and business line.

Anticipate the people impact of process, operating model, technology or leadership changes. Develop detailed plans for the Human Capital team to manage the change effectively in the business. Act as trusted advisor to the senior decision makers on the change approach and the risks associated. Oversee the implementation of the change plans.

Review the business architecture in place in the business area in consultation with Group HC Centre of Expertise and HC Leadership to determine areas for improvement. Engage with internal or external resources to conduct detailed diagnostics on efficiency, skills or effectiveness. Analyse the results and advise business unit leaders on the adjustments that could be made.

Advise and guide business unit decision makers on people practices;

For the country and business unit product lines individually, review the overall mix of grade levels, competency levels, resource types (perm and non-perm), cost of resources as well as skills levels. Benchmark against industry and international country norms. Identify areas for improvement and work with the executives in the business and Group to highlight where change may be needed. Programme manage the delivery of the change.

Partner with finance to ensure headcount and budget is accurate. Assist in compiling business cases where additional headcount is required due to business changes or transitioning of work with digitisation where appropriate.

Review the effectiveness of on boarding practices in the business and determine key metrics and measurements (for example first year leavers) to monitor these. Participate in the on boarding of executives and senior management in the country.

Drive formal succession planning for the critical positions at leadership level. Interact with the bigger organisation in creating an organisational pipeline of available successors. As part of the talent review sessions, develop successor development plans. Work with the Talent team to ensure that identified talent is represented on executive workshops and other talent development interventions.

Review appropriateness of learning plans for the country in consultation with product lines, and corporate functions to integrate a country learning strategy and plan. Provide strategic and tactical direction as to the learning priorities for the medium to long term for the product line or corporate functions. Take into consideration future talent needs organisation wide and determine whether future skills and capabilities would be brought in or built internally


Oversee governance of Human Capital processes:

Drive and direct the country business goal setting in line with the product lines and corporate functions area goals. Review the appropriateness of goals set for the business area’s senior team by reviewing a sample of the performance contracts and advising executives and senior management on areas of improvement.

Advise the business executives on appropriate performance distribution for their business considering business financial and non-financial results. Drive the Perform to grow and moderation process at executive and senior management level.

Review the effectiveness of the performance improvement processes in place in the country, including the length of the interventions, the impact on individual performance and the closure processes. Take ultimate accountability for the governance process surrounding these processes as well as the documentation and evidence required.

Translate the country strategic business objectives into remuneration focus areas for the country but within the overall reward philosophy and framework set out by the Standard Bank Group. Incorporate business unit specific requirements. At a group level, challenge the frameworks and guidelines if they are not conducive to improving business performance.

Analyse and oversee payroll cost against the productivity and business performance measures in the business and engage with executives and line managers in the areas where there is a mismatch between payroll cost and business performance changes in partnership with Finance.

Act as member of Employee Benefit Committees administered by 3rd party providers. This include monitoring and managing risks and participating in review of benefits

Manage relationships with external stakeholders including Unions, Labour   departments etc

Provide analytics on people matters with a clear translation into business drivers and the impact thereof:

Prepare and monitor country People reports and dashboards and highlight risks associated. Work with the business unit management team to ascertain what interventions need to be introduced for corrective action or to prevent further decline.

Participate in the development of key indicators and metrics for the Human Capital function by collaborating with peers from other business areas as well as the central business intelligence team.

Maximise the distribution and use of standard, system-generated reports.

Recommend changes and possible solutions and provide advice on interventions to remediate concerning trends.

Manage the optimisation of HC systems and processes to optimise efficiency and effectiveness


Lead a Human Capital team:

Work with the country HC team to achieve desired business results through continuous improvement and mentoring activities.

Monitor the implementation of the performance process in the team and apply it rigorously to direct reports.  Coach the team on how to conduct effective performance discussions.

Analyse management and technical development needs of the team.

Maintain a succession plan for the management team using the Talent Management process for strategically critical roles and an informal process for the remaining roles.

Review workforce and headcount plans for the team including requests for headcount changes.  Approve/decline headcount within overall mandate.

Manage the HC team budget through the planning of resource requirements for the Human C




First Degree Field of study: Business Commerce

Prefered: Post Graduate Studies in Human Resources or MBA


Years of Experience:

5-7 Years experience in Human Capital Business Partnering

+7 years experience in Human Capital / Human Resources

+7 years Business Partnering

Broad experience and a deep understanding of human capital policies and processes and how these can enable business performance.

A level of expertise in resourcing, reward management, employee relations, diversity management, and learning and talent management is a minimum expectation.

Experience in managing senior teams an advantage


**This role is based in Harare, Zimbabwe**


How to apply

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