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Responsibilities/Key Deliverables:

• Lead on the development and implementation of a people and culture transformation strategy in line with the Bank’s strategic objectives.

• Develop and oversee the implementation of financial strategies; aim to optimize return on investment from the bank's spend on salaries, benefits and people-related activities and projects.

• Support execution of the overall bank strategy by establishing department accountabilities, including talent acquisition, staffing, training and development, succession planning, employee relations and retention.

• Provide leadership to the People and Culture Transformation team, creating a culture of empowerment & high performance; ensure that staff development and wellbeing is proactively managed across the department

• Manages human resources by recruiting, selecting, orienting, training, coaching, counselling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job descriptions; determining productivity and quality of work as a strategic partner.

• Develops human resource financial strategies 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.

• Promotes a Performance Culture within the Bank by implementing a business results focused performance management system and ensure uniformity in implementation across the company.

• Develop resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps.

• Equips the Bank with a high performing team of employees and implementing Training and Development programmes to fill the gaps identified in liaison with Line Managers.

• Implement a competitive yet cost efficient reward systems that drives results and enables the bank to attract and retain competent and high performing employees.

• Maintains effective internal communication to all employees on people related matters and with external statutory and non-statutory HR related institutions in order to facilitate information flow and compliance to statutory requirements.

• Manages industrial relations in a manner that ensures harmonious employee relations and compliance with labour legislation/laws.

• Supports management by providing human resources advice, counsel, and decisions; analysing information and applications.

• Controls overall annual staff budget including salary and related costs, training and recruitment cost and leave liability