Standard Chartered Bank Ghana Limited (the Bank) offers a range of banking products and services through its two businesses, Consumer Banking and Wholesale Banking. Its Consumer Banking includes Personal and Preferred Banking; Small and Medium-sized Enterprise (SME) Banking; Priority and International Banking, and Private Banking. Its Wholesale Banking includes Financial Institutions; Global Corporates; Local Corporates, and Commodity Traders and Agribusiness.<\/p>\n
KEY\u00a0 RESPONSIBILITIES<\/p>\n
RECRUITMENT and PERFORMANCE
\n1. Oversee recruitment on behalf of the Business Managers and participate in the selection process to ensure that the business manager\u2019s selection decision is fully informed; arrange for business level induction of new staff.<\/p>\n
2. Advise on and co-ordinate the transfer of people within the business and between businesses (including inter-country transfer whether as \u201cHome\u201d or \u201cHost\u201d location).<\/p>\n
3. Facilitate locally the business wide processes for assessment of performance and potential, Personal Development Planning, etc<\/p>\n
4. Maintain up-to-date organisation charts, and reflect business headcount data, turnover and absenteeism statistics, reconciled to relevant country-level databases, to the business managers.<\/p>\n
PEOPLE
\n5. Identify and analyse employee relations problems or grievances, recommend solutions and participate appropriately in the resolution of such issues.<\/p>\n
6. Review requested actions on HR matters for legal, procedural and documentary compliance and fair employee treatment (for example, involuntary termination), and progress the necessary action and\/or make recommendations accordingly.<\/p>\n
7. Monitor and advice on HR key risk indicators.<\/p>\n
8. Recommend and progress salary increases and promotions within agreed process.<\/p>\n
COMMUNITIES
\n9. Embark on at least two employee volunteering programmes in a year.<\/p>\n
KEY BEHAVIOURS
\n10. Promote and enforce consistency in Policy implementation across CB
\n11. Internal CB interactivity for driving key agendas.<\/p>\n
6.\u00a0\u00a0 KEY RELATIONSHIPS
\n(INTERNAL & EXTERNAL)<\/p>\n
INTERNAL
\n\uf0a7 MANCOM
\n\uf0a7 Regional Branch Managers in articulating implication of HR management policies on the business and implementing HR policies.
\n\uf0a7 VCGMs & Departmental Heads (Consumer Banking) in implementing HR policies
\n\uf0a7 HR Managers in consultation and guidance on complex HR issues.
\n\uf0a7 Legal Department in seeking legal advice on staff relations problems.
\n\uf0a7 HR Relationship Managers in other divisions for networking purposes.
\n\uf0a7 Union Representatives.
\n\uf0a7 Head, Learning and Talent Development.<\/p>\n
EXTERNAL
\n\uf0a7 Training institutions and consultants for networking
\n\uf0a7 Peers in the Industry and other financial institutions
\n\uf0a7 Outsourced Agencies<\/p>\n
KNOW\u00a0 HOW\u00a0 &\u00a0 EXPERIENCE
\n\u2022 A degree holder \/ Professional HR practitioner
\n\u2022 Hands on experience in and a thorough knowledge of Human Resource procedures
\n\uf0a7 Knowledge of computer software
\n\uf0a7 Training methodology and practice
\n\uf0a7 Good knowledge of the bank\u2019s direction and strategies
\n\uf0a7 Very good interpersonal skills
\n\uf0a7 Qualities of a change agent
\n\uf0a7 People Management skills
\n\uf0a7 Ability to communicate well \u2013 written and spoken
\n\uf0a7 Commercially aware, high sensitivity to the social, economic and political environment.<\/p>\n
CONTRIBUTES\u00a0 TO
\n\uf0a7 Effective implementation of HR strategies and policies in Consumer Banking.
\n\uf0a7 Smooth application of appropriate methods of resourcing, deploying, developing and rewarding Consumer Banking staff.
\n\uf0a7 Improved staff morale and business performance
\n\uf0a7 Maintenance of employee discipline.
\n\uf0a7 Maintenance of Performance Culture.
\n\uf0a7 Improved customer service.
\n\uf0a7 Better understanding of business needs by HR
\n\uf0a7 Decision making on all HR issues in the business concerned.\uf0a7<\/p>\n
JUDGEMENT\/COMPLEXITY
\n\uf0a7 Formulating HR policies and acting as a consultant to the business on HR complex areas, e.g , development, policies and people management etc
\n\uf0a7 Synthesising HR and business requirements<\/p>\n
FREEDOM\u00a0 OF\u00a0 DECISION\u00a0 MAKING
\n\uf0a7 Setting work priorities
\n\uf0a7 Deciding how best to handle HR issues, e.g. deployment of staff, recommendation for rewards<\/p>\n