Organisational Design Specialist needed at African Bank

About the job
MAIN PURPOSE OF THE JOB

• To assist in shaping the bank’s structure to enhance efficiency, agility, and regulatory compliance. Responsible for designing and implementing organizational frameworks that align with business objectives, optimise workforce capabilities, and improve operational effectiveness.
• Required to analyse business needs, governance models, and workforce structures and ensure the bank remains competitive, adaptable, and well-positioned for future growth. Collaborate with business leaders, HR, and teams to drive transformation, streamline processes, and foster a high-performance culture.

KEY PERFORMANCE INPUTS 

Treating customers fairly and compliance

• Create and maintain productive relationships with internal and external clients by providing advice and assistance
• Create understanding of the ‘real’ versus ‘perceived’ need through experience and expertise while complying with company policies, legislation and regulations
• Keep the client informed about progress through written communication, telephone communications, and/or face-to-face meetings
• Build a positive image by exceeding client expectations at all times
• Treat internal and external customers fairly at all times

Organisational Design

• Develop and implement organisational structures that support business strategy
• Execute and take joint accountability for the implementation of an institutional operating model to drive the bank’s strategy realisation and transformation
• Research and design an architectural model in shaping the desired organisational model based on best practices
• Ensure that structures are fit for purpose through continuous improvement and evaluations using relevant methodologies
• Manage organisation effectiveness, team development, and restructuring interventions
• Conduct benchmarking against industry best practices and competitor structures
• Establish clear reporting lines, decision-making frameworks, and governance models
• Define roles, competencies, and key performance indicators (KPIs) for each position
• Ensure clarity in job descriptions to support talent acquisition and workforce planning
• Ensure monthly reporting on sign-off structures as and when changes occur

Job Architecture

• Identify and categorize job families (e.g., Retail Banking, Corporate Banking, Risk & Compliance, IT, Operations)
• Refine job architectures, define role governance, and maintain job matrices to ensure internal equity and compliance with policies
• Partner with Rewards teams to grade positions
• Align roles, hierarchies, and workflows for operational effectiveness
• Facilitate training for managers and HR Business Partners on job creation and organisational design principles
• Maintain documentation (e.g., org charts, process maps) for transparency and traceability
• Standardize job titles, levels, and responsibilities across business units
• Develop a roadmap for transitioning to the new organizational structure
• Communicate structural changes effectively to all stakeholders
• Establish mechanisms for ongoing monitoring and adaptation

Operating Model Redesign & Transformation

• Assess the need for organizational transformation based on business strategy, regulations, and market trends
• Develop new organizational structures to improve efficiency and accountability
• Optimize reporting lines, decision-making frameworks, and business unit interactions
• Ensure that restructuring supports innovation, digital transformation, and regulatory requirements
• Support talent strategies to manage workforce transitions during restructuring
• Support role realignment, redeployment, and succession planning
• Implement governance frameworks to monitor the impact of changes on business functions
• Adjust organizational structures and processes based on post-implementation assessments
• Define the change management roadmap, including scope, objectives, and success metrics during restructures and business transformations
• Align transformation initiatives with business priorities, risk management, and workforce needs

Stakeholder Engagement and Collaboration

• Work with business leaders and HC teams to align structures with strategic goals
• Engage various business units and teams for cross-functional alignment
• Present data-driven recommendations for structural changes and efficiency improvements
• Ensure smooth implementation of structural changes without disrupting daily operations
• Develop communication strategies to explain organisational changes to employees
• Conduct stakeholder workshops and training sessions
• Build strategic relationships with industry thought leaders

MINIMUM EDUCATION

• Bachelor’s degree in human resources/ industrial psychology/business administration or equivalent qualification

MINIMUM EXPERIENCE

• Minimum 5+ years management experience in human resources with exposure to organisational design and development within the banking or financial services industry