Deputy Manager, Employee Engagement

Qualifications:

• A Bachelor’s degree in any of the following areas; Human Resources, Business Administration, Psychology, or a related field from a recognized institution.
  
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
  
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
  

Work Experience:

At least five (5) years of experience in HR, with a focus on employee engagement, organizational development, or related areas in a large financial institution.

Competencies:

Technical Competencies

• Knowledge of HR Operational procedures.
  
• Knowledge and experience in developing and implementation of employee engagement strategies.
  
• Knowledge of Labour/employment law.
  
• Experience in diversity and inclusion management.
  
• Technical experience in Human Resources and/or Business Administration.
  

Behavioural/ General Competencies

• Leadership - Ability to motivate, influence staff to act towards achieving a common goal.
  
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
  
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
  
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
  
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
  
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal.
  
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
  
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
  
• Resilience - Ability to withstand operational challenges and maintain momentum.
  
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
  
• Emotional Intelligence - manages emotions in a mature and composed manner as expected of staff.
  
• Analytical – highly analytical and ability to challenge status quo based on quantitative facts and impacts.
  
• Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
  
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.
  

Qualifications:

• A Bachelor’s degree in any of the following areas; Human Resources, Business Administration, Psychology, or a related field from a recognized institution.
  
• Certified Human Resource Management Professionals (CHRP)/Higher Diploma in Human Resources Management qualification is an added advantage.
  
• Membership to the Institute of Human Resource Management (IHRM) is an added advantage.
  

Work Experience:

At least five (5) years of experience in HR, with a focus on employee engagement, organizational development, or related areas in a large financial institution.

Competencies:

Technical Competencies

• Knowledge of HR Operational procedures.
  
• Knowledge and experience in developing and implementation of employee engagement strategies.
  
• Knowledge of Labour/employment law.
  
• Experience in diversity and inclusion management.
  
• Technical experience in Human Resources and/or Business Administration.
  

Behavioural/ General Competencies

• Leadership - Ability to motivate, influence staff to act towards achieving a common goal.
  
• Planning and organization - Ability to organize work, set priorities, and determine resource requirements; determine short or long-term goals and strategies to achieve them; coordinate with other stakeholders or part of the organization to accomplish goals.
  
• Quality orientation - Ability to check work to ensure accuracy. Adopt a disciplined approach to work and drive for closure, results, and success.
  
• Communication and information sharing -Ability to express information clearly and succinctly, orally and in writing, considering the audience and the nature of the information.
  
• Professionalism, work ethic and integrity - Ability to convey a high level of excellence and competence on delivery of duty.
  
• Collaboration and teamwork - Ability to work collaboratively within a group of people to achieve a common goal.
  
• Accountability and professional development – Ability to take and accept responsibility and outcome thereof in an open and transparent manner.
  
• Customer focus - Ability to demonstrate concern for the expectations of customers and prioritize them as well as convey realistic expectations to both internal and external customers.
  
• Resilience - Ability to withstand operational challenges and maintain momentum.
  
• Decision making - the ability to make better decisions, as defined by decision-making principles posited by models of rational choice.
  
• Emotional Intelligence - manages emotions in a mature and composed manner as expected of staff.
  
• Analytical – highly analytical and ability to challenge status quo based on quantitative facts and impacts.
  
• Digital mind-set - Ability to recognize the importance and impact of technology on the ways of working and integrate technology in the day-to-day job to achieve efficiency, quality, and productivity in the function.
  
• Creativity and innovation - Promote an environment that encourages creative thinking, and innovation within the ambits of existing rules/guidelines.
  

• Support management in developing and executing the Bank's employee engagement strategy, ensuring alignment with the bank goals and values.
  
• Manage various staff engagement programs and initiatives, including recognition programs, wellness initiatives, and diversity and inclusion efforts.
  
• Support in collecting, analysing, and synthesizing staff feedback through surveys, focus groups, and other channels to identify areas for improvement and best practices.
  
• Support the maintenance and enhancement of internal communication channels to ensure transparent and timely dissemination of information to staff.
  
• Support in the planning and coordination of staff engagement meetings to provide more channels of communication for alignment.
  
• Monitor key performance indicators related to employee engagement and experience, providing regular updates and insights for management’s review.
  
• Support the design and delivery of training programs and workshops aimed at enhancing staff engagement, leadership skills, and workplace culture.
  
• Work closely with unit leaders and cross-functional teams to drive synergy and collaboration in staff engagement efforts.
  
• Contribute ideas and suggestions for improving staff engagement initiatives and processes based on feedback, data analysis, and industry best practices.
  
• Adhere to Bank policies, procedures, and guidelines.
  
• Any other roles and responsibilities as may be assigned by the supervisor.