Manager, Performance Management at
2 months ago
Job Purpose
The Manager will be responsible for designing and delivering the performance management interventions in the Bank. He/She will oversee the implementation of performance management programmes across the Bank.
Key Duties and Responsibilities Strategic Responsibilities
Actively participate in the development, implementation and execution of strategic talent management programs and plans in support of the corporate strategy.
Develop processes, procedures, and policies for the Performance Management Unit.Technical and Operational Responsibilities
Develop and review performance management policies and ensure compliance to the same.
Build, direct, manage, and ensure implementation and effectiveness of the Bank's Performance Management System to support delivery of the Bank's strategy.
Develop and manage the Performance Manage Cycle/Calendar.Facilitate the goal setting process- including overseeing the creation of the goal setting templates, ensuring alignment between staff and their line managers on the HRIS, oversee the performance calendar timelines and deadlines, collecting, and storing goals setting related information among others.
Oversee the development and implementation of the Bank's standards of performance and performance evaluation instruments that support the achievement of departmental goals and objectives.
Oversee the development and implementation of monitoring systems for performance indicators and standards, including ensuring data quality and compliance with internal and external compliance requirements.
Research on current market trends and develop performance management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
Prepare ad hoc and periodical reports and analysis on the Bank's performance for Management's review.Provide ongoing oversight and support to ensure that performance measures are being used to effectively manage operations, identify, and manage risks, and effect organizational change.
Collaborate with stakeholders and ensure to maintain good relationships for seamless service delivery.Adhere to the bank policies, procedures, guidelines, and related standards.
Provide training to all levels of staff on performance management and systems.
Contribute to strategic projects with other members of the HR team particularly where these impact Performance Management processes and systems.
Oversee training of new staff in the division on work procedures and company policies.Any other roles and responsibilities as may be assigned by the supervisor.
Requirements
Qualifications
A Bachelor's degree in any of the following areas; Human Resource Management, Business Administration, or other related fields from a recognized institution of higher learning.
A Master's Degree in Human Resource Management/Development, Business Administration (Human Resource Management), Organisational Development, Public Administration or equivalent qualification from a recognized institution is an added advantage.
Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
Any other related HR Certifications are an added advantage.
Work Experience
At least seven (7) years' post qualification HR experience with at least three (3) years relevant experience in a supervisory capacity
Competencies Technical Competencies Knowledge and Experience:
Technical experience in Performance Management.
Proficiency with various performance management systems and appraisal techniques.
Experience in training a variety of topics in a high performing knowledge work environment.
Experience in developing tools and methods to measure effectiveness of employee performance.
Experience in developing and overseeing a Performance Management System.
Behavioural/ General Competencies
Leadership, decision making and people management including performance management, coaching & mentoring.
High level interpersonal and cross-cultural skills, including ability to build consensus, alliances, and collaborative relationships with sensitivity to diversity.
Critical & analytical thinking and problem-solving skills- ability to understand issues from multiple perspectives/layers and take account of the wider business context when crafting solutions.
Project management skills.Organisational and administrative skills.
Ability to be forward thinking and use technology and other modern tools to drive decision making and implementation.
Ability to consider emerging trends, developments and long-term opportunities and align organisational requirements with desired outcomes.
Strategic thinking and decision making.
Independence of thought and objectivity.
Professionalism, accountability, integrity, and commitment in line with CBK values.
Oral and written communication skills- ability to communicate clearly, simply and in a structured manner; and to use communication tools appropriately and effectively.
Ability to withstand strategic and operational challenges and maintain momentum.Emotional intelligence- manages emotions in a mature and composed manner as expected of staff.
Risk management- ability to identify departmental risks and develop mitigating measures.
Governance- knowledge and ability to ensure good governance practices.
Ability to manage multiple stakeholders and drive changes.
Planning and organizing tasks - meticulous attention to detail and strategic foresight to effectively tackle complex challenges within the endeavour.
Demonstrating a quality orientation - maintaining a commitment to excellence, ensuring that all operational aspects and deliverables adhere strictly to the highest standards to instil trust and reliability among stakeholders.
Collaboration and teamwork - nurture synergy among diverse talents, driving collective efforts towards shared objectives and cultivating an atmosphere of mutual support and respect.
Customer-centric – understanding, prioritizing, and addressing the needs and experiences of customers, utilizing insights to customize products and services, thereby surpassing expectations and cultivating enduring relationships.
Emotional intelligence - navigate interpersonal dynamics with empathy and self-awareness, fostering meaningful connections and adeptly managing conflicts with grace and understanding.
Digital mindset, creativity, and innovation - embracing and adapt to technological advancements, generating fresh solutions, and exploring new possibilities within an ever-evolving landscape.
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