Head of Human Resources – Botswana Building Society

“BBS Bank is the first indigenous commercial bank in Botswana, whose head office is in Gaborone. Historically BBS operated as building society with the principal business of residential and commercial property finance, in which the bank remains a leader. With acquisition of a commercial banking license late last year, the Bank is now poised to introduce a new suite of banking products and services, to become a formidable player in the local banking landscape. In this endeavour the Bank seeks an individual, preferably with experience in the financial services or banking environments to assume the role of Head of Human Resources.”

MAIN PURPOSE OF THE ROLE

The role of the Head of Human Resources is to formulate and drive the HR strategic framework, based on corporate strategy and internal customer needs analysis to enable human resources service delivery in a business partnering way of work. The incumbent positions a bank-wide employee value proposition, and develops an appropriate people philosophy and practices across the Bank. The person will be responsible for oversight of all human resources management functions and development of human resources strategies, policies, procedures and programmes. A key part of the role will be to advise on human resources policy and programmes necessary for achievement of the Bank’s strategic business objectives. The individual will therefore implement human resources management initiatives and programmes, including change management for smooth implementation of the Bank’s transformative initiatives and projects.

Human Capital Strategy and Change Management

• Engages Management and other stakeholders in the development of human resources strategies ensuring alignment with the Bank’s business strategy.
• Plans, executes and monitors the activities associated with the human resources function in support of the overall BBS strategy
• Fosters buy-in and support for human resources management initiatives at management and employee level.
• Defines and positions Employee Value Proposition (EVP) in line with the bank’s strategic intent.
• Develops best practice policies for human resources management and ensures that they are effectively communicated.
• Devises suitable reporting mechanisms for Board and Management decision making.
• In conjunction with the Head of Business Transformation and Market Development, develops change management strategies for the bank and ensures that they support for implementation of the bank’s transformative strategy with minimal disruption to business operations.
• Ensures that all relevant stakeholders are engaged in organisational change and that there is buy-in to the bank’s transformation initiatives.
• Ensures that change management strategies and plans incorporate communication plans addressing all key stakeholders within the bank

Talent Acquisition

• Develops and maintains an attractive EVP for the Bank.
• Develops policies, systems and procedures for the effective and innovative recruitment and retention of talent, including the development of induction programmes for new employees.
• Manages the corporate organisational structure and staff complement.
• Ensures that vacancies, particularly management and strategic positions are timeously filled.
• Coordinates periodic review of job profiles and ensures that evaluated and graded.

Talent Management and Succession Planning

• Develops talent management policies and programmes and translates them into actions in suitable talent management grids and templates.
• Assists management with identification, tracking and retention of talent in line with the Talent and Succession Planning Policy and Framework.
• Oversees management of talent through career management and succession management
• Has oversight of implementation and compliance with Talent and Succession Planning Policy and Framework.

Performance Management

• Develops and maintains best practice policies, procedure and systems for performance management.
• Ensures performance management policies and procedures are effectively communicated to Managers and employees bank-wide.
• Oversees the timely and corporate-wide conduct of performance reviews, collation of bank-wide performance review results and coordinates the moderation and appeals processes.
• Ensures Board and Management reporting of the performance review results and provides guidance for decision-making regarding performance incentives.

Compensation and Incentives

• Develops and maintains best practice policies, procedure manuals and systems for remuneration and reward management.
• Ensures that policies and procedures are effectively communicated to Managers and employees.
• Ensures the participation in annual salary surveys to inform remuneration and reward decision making by Management and the Board, ensuring that the bank’s compensation and reward practices remain relevant and competitive.
• Translates the bank’s compensation and incentives policy into payroll procedures and processes.
• Develops a framework of employee recognition and non-financial incentives geared at motivating high performance and behaviours consistent with the bank’s corporate values.

Labour Relations Management

• Develops and maintains best practice policies, procedure for labour relations management, including Code of Conduct and Disciplinary & Grievance Policy.
• Ensures effective relations with employee representations including at union level as necessary.
• Ensures that policies are effectively communicated to Managers and employees and consistently and equitably administered bank-wide.
• Oversees bank-wide handling of disciplinary and grievance procedures and ensures that they are dealt with timeously and fairly in compliance with the policies.
• Provides advice on matters relating to employment legislation.
• Maintains an active communication line between business units through meetings and other means of communication.

Employee Welfare and Wellness Matters

• Has oversight of employee surveys to inform human resources practices and policies, for improvement in employee value proposition and human capital management practices.
• Ensures effective communication, awareness and understanding of welfare and wellness programmes by employees.
• Has oversight of the administration and management of all staff welfare benefits inclusive of the medical aid scheme group life policy and other schemes.
• Continuously reviews and recommends changes to policies and conditions of service for improvement in staff welfare, benefits and equity among staff.

Learning and Development

• Develops and maintains best practice policies and procedures for bank-wide learning and development.
• Oversees the development of the bank’s annual training and development plan on the basis of annual performance reviews results.
• Oversees execution of annual training and development plans.
• Oversee the measurement of return of investment of learning and development programmes.

Automation and Modernisation of Human Resources Processes

• Introduces innovative new human resources processes for improvement in internal efficiencies and service delivery.
• Automates human resources management systems for improvement in services and reporting and ensures corporate-wide utilisation of Employee self service systems.

QUALIFICATIONS & EXPERIENCE

• Qualifications: Bachelors, degree in Human Resources Management, Industrial Psychology or related Social Sciences degree. Masters Degree and added advantage.

• Experience Required: Minimum of 10 years of related experience of which 3 – 4 years were at senior management level. Further, the Bank prefers an individual with experience in a financial services or banking environment.

Closing Date:      05 May 2023