Human Resource Business Partner – Dodoma (HQ)

Reporting to Head of HR and Administration, the Human Resources Business Partner will be responsible for planning, directing and controlling the human resources activities of the bank including recruitment and selection, training and staff development, compensation, rewards and benefits, safety and health, welfare and industrial relations.

The Human Resources Business Partner will be responsible for providing strategic leadership in the human resource management function of the bank in accordance with CBT policies as stipulated in the corporate strategy, personnel manual, circulars and directives issued from time to time by Management and the Board of Directors

Talent Acquisition:

• Contribute to the development and implementation of human resource strategy on talent acquisition and onboarding.
• Provide lead on recruitment activities including sourcing, screening, and interviewing to ensure the process is conducted fairly, timely and inline with the bank’s procedure and best practice.
• To ensure the onboarding process is managed timely and effectively to avoid any delays to the business and create a long-lasting experience to the new staff.
• Continuous engagement with business to Identify manpower pain area & fine-tune the recruitment approach methodology accordingly.
• Planning for talent acquisition in close conjunction with the corporate team for existing and new project at different phases with the support of Head of Human Resources and Administration.
• Support the developing and implementing SOP for recruitment to reduce the lead-time.
• Handling mass recruitment to achieve the recruitment target.
• Management / Supervision on the recruitment activities through data bank, employee referrals, Headhunting, placement consultants, job portals and direct advertisements.
• Initial screening & interview of short-listed candidates at HR level based on JD`s.
• Take a lead on Interview formalities & Interview of candidates with selection panel.
• Tracking of selected candidates from date of selection to on board.
• Identify manpower pain area & fine-tune the recruitment approach methodology accordingly

Performance and Talent Management:

• Contribute to the development and implementation of human resource strategy on management and succession plan to drive productivity and talent retention.
• Develop and implement succession plan framework to ensure its robust and covers all key positions for the Bank.
• Ensuring the Human Resource Information System (HRIS) and Performance Management Systems (PMS) are used efficiently for human resources management purposes; engaging with both internal and external stakeholders on strategic issues related to human resource management.
• Monitor quality and compliance on Performance Management process to ensure it is inline with the calendar and performance culture is instilled among employees.
• Utilizing performance information in skill management, talent retention, succession planning.
• Drive initiatives to proactively build long-term talent pipeline.
• Implement Personal Development Plan towards achieving career aspirations & goals.
• Defined Career Plan through Individual Development Plan (IDP) for high performers

Learning and Development:

• Supports Line Managers in identifying Training needs for respective business units and ensure implementation of training framework.
• Conducting customized training programs based on the training need analysis to enhance the manpower skills & efficiency.
• Support designing training programs to train employees to a skilled level.
• Coordinating with inhouse and external agencies / consultants for supervisory and leadership development
• Create and manage a comprehensive Induction and orientation program for the newly hired employees.

Employee Relations and Drive Strong employee engagement:

• Identifying patterns, trends, and root causes for making recommendation (s) to Line Managers to improve motivation, increase retention, engagement, and efficiency of employees through employee satisfaction surveys.
• Initiate various communication forums between peers, supervisors, and top management.
• Ensure good employee relations through effective relations and relationship with all stakeholders, including employees’ representatives.
• Be a change lead, through advising and challenging stakeholders with respect to organizational changes and ensure they have the right methodologies and tools
• Timely and proactively manage disciplinary, grievance and PIPs to closure.
• Ensure HR processes within the operating model function effectively as well as making sure HR services are up to date and aligned with the best practice.
• Analyze statistical data and reports to identify and determine causes of employee’s problems and develop recommendations to ensure that the Bank’s personnel policies and practices are improved.

Governance and Control:

• Ensure 100% adherence to HR policies and procedures.
• Ensure achievement of clean audit report in all areas.
• Ensure all people risks are well managed across the business units regarding HR compliance related matters.
• Analyze statistical data and reports to identify and determine causes of employee’s problems and develop recommendations to ensure that the Bank’s personnel policies and practices are improved.

Supervision Functions:

• This position has direct supervisory responsibilities and serves as a coach and mentor for other positions in the department and focus areas.

Others:

• Continuous engagement with Executive Management to ensure alignment and collaboration in implementing HR strategy across the Business.
• Preparing and agreeing an annual budget based on the HR strategic plans.
• Preparing and agreeing a weekly and monthly action plan and regular performance feedback with the immediate supervisor.
• Ensure achievement of clean audit and risk report in all areas.
• Ensure all people risks are well managed across the business units regarding HR compliance related matters.
• Ensure to contain and maintain an updated database on staff matters through the HR system.
• Maintain a database of HR issues resolved.
• Prepare performance reports (monthly work plan, activity report etc.)

Education:

• Bachelor’s degree in Human resources, Public Administration or any other related discipline from a recognized higher learning institution.

Knowledge & Experience Required:

• 3-5 years’ experience in Human Resources Management
• HR expertise (multiple knowledge in HR disciplines)
• Public Administration or any other related discipline from a recognized higher learning institution.

• 2 years experience in Banking or financial institutions is preferred.

Knowledge and Skills required:

• Business acumen.
• Change management skills.
• Relationship management.
• Leadership and people management skills (Coaching, Mentorship, Analytical)
• HR expertise (multiple knowledge in HR disciplines)
• Excellent communication skills for both English and Swahili

• Human Resource Management

• Change Management

• Relationship Management

• People Management

• Communication Skills

• Business Acumen

• Excellent communication skills in both Public speaking and written communication

• Leadership

• global HR expertise