Senior Manager: Leadership Development needed at African Bank

MAIN PURPOSE OF THE JOB

• To design and implement programs to cultivate and enhance leadership skills across various levels within the bank. Oversee the delivery of mentorship initiatives aimed at fostering a strong leadership pipeline. Strategically partner with internal and external subject matter experts, business partners and vendors to create and design new content, tools and learning solutions that meet the overall objectives of the bank

KEY PERFORMANCE INPUTS 

Management of resources

• Manage and develop subordinate(s): Performance management in terms of contracting, reviews and poor performers, Training and development, Employee relations
• Manage people efficiencies through leave management, headcount budget, fixed term contracts, staff movements, secondments, staff utilization
• Take appropriate disciplinary measures as required
• Facilitate induction of new staff within one month of joining the organization 

Strategic planning

• Develop and execute a strategic vision for leadership development aligned with overall objectives of the bank
• Conduct comprehensive assessments to identify leadership development needs, ensuring programs address specific gaps
• Benchmark leadership development practices against competitors and peers to maintain a competitive edge
• Develop a long-term vision for leadership development, considering the future need of the bank and anticipating the financial landscape
• Take into account the organizational culture and values in developing strategies, ensuring cultural alignment with the context of the bank
• Explore innovative approaches and leverage technology to enhance leadership development programs

Program design and implementation

• Design, implement and oversee leadership development programs, incorporating various learning methodologies to cater to diverse leadership styles and preferences
• Provide thought leadership to design and develop processes, systems, policies, and tools to implement programs effectively
• Develop metrics and KPI’s to assess the effectiveness of leadership development programs and refine strategies based on results
• Collaborate with senior executives and HC to gather insights and perspectives on leadership requirements
• Tailor program elements to address the diverse needs of leaders at various levels within the bank
• Integrate experiential learning methods, such as case studies, simulations and real-world projects to enhance practical leadership skills
• Leverage technology platforms and tools for virtual learning, e-learning modules and interactive sessions
• Integrate assessment tools such as 360-degree feedback, personality assessments and leadership competency assessments to provide personalized development insights for leaders
• Align leadership development activities with succession planning efforts, ensuring a seamless transition of leadership within the bank
• Align all leadership development to the bank’s Leadership Compact

Strategic business partnering 

• Work closely with senior executives to understand organizational priorities and gain support for leadership development
• Establish partnerships with various business units to tailor leadership development initiatives based on specific needs
• Partner with compliance and legal teams to ensure that leadership development activities align with regulatory requirements and industry standards
• Integrate leadership development strategies into overall organizational change initiates, ensuring leaders are equipped to navigate change successfully
• Communicate the value of leadership development to business leaders by attending monthly Manco meetings and presenting insights
• Adopt and agile and adaptive approach to leadership development, allowing for quick adjustments based on market dynamics

Provider/vendor management

• Identify and select external training vendors with expertise in banking and relevant learning methodologies
• Negotiate contracts, including terms, pricing and deliverables of selected training vendors
• Monitor and ensure the quality of training content provided by external vendors
• Establish and manage the relationships between the bank and service providers, including Service Level Agreements
• Ensure all provider selection protocol are adhered to and training programs comply with regulatory requirements and align with internal policies
• Conduct monthly progress meetings with provider to ensure ongoing improvement and manage provider ROI and reporting
• Collaborate with service providers to ensure that external training content is tailored to meet the specific needs and objectives of the bank

Reporting

• Regularly report on the success and impact of leadership development initiatives to senior management and demonstrating the return on investment
• Measure and report the effectiveness of leadership programs, including participant satisfaction, skill acquisition and behavioral changes observed in leaders
• Report on the utilization of budget allocated for leadership development, ensuring accountability in financial management
• Track and report on the completion rates and participation levels in various leadership programs and assessing the engagement and commitment of leaders
• Report on the status of leadership pipeline, indicating the readiness and availability of leaders to step into key roles in the bank
• Submit monthly reports and ad hoc reports to senior management as required 

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

MINIMUM EDUCATION

• Master’s degree in human resources/ industrial psychology/ leadership development/ business administration or equivalent qualification

MINIMUM EXPERIENCE

• Minimum 8+ years working human resources experience with exposure to talent management and leadership development experience within the banking industry or similar industry
• Minimum 5+ years management experience