Head Learning and Development Job Placement – Stanbic Bank
Organisation: Stanbic Bank
Duty Station: Kampala, Uganda
Stanbic Bank Uganda Limited is a subsidiary of Stanbic Africa Holdings Limited which is in turn owned by Standard Bank Group Limited (“the Group”), Africa’s leading banking and financial services group. The Standard Bank Group is the leading banking group focused on emerging markets. It is the largest African banking group ranked by assets and earnings. Stanbic Bank Uganda Limited is the largest bank in Uganda by assets and market capitalization. It offers a full range of banking services through two business units; Personal and Business Banking (PBB), and Corporate and Investment Banking (CIB).
Job Summary: The Head Learning and Development will sevelop and drive a fit-for-purpose Country Learning strategy aligned to the Group, Business Line/Corporate Functions and Africa Regions strategies that supports and promotes the evolving and future skills requirements of the Country. Collaborate with Head Learning Africa Regions to co-create the Africa Regions Learning strategy. Own and drive the strategic execution of the integrated Group and Country Learning strategies throughout the country in a commercially viable agile manner, leveraging off Group learning experiences to create efficiencies.
Key Duties and Responsibilities:
- Collaborate with Head: Learning Africa Regions to co-create the Africa Regions learning strategy as aligned to the wider Group, Corporate Function / Business Line and Country strategies in order to fulfil the Africa macro-skills requirement.
- Define Country-specific learning requirements to inform the Africa Learning strategy in a manner which supports and promotes the development of evolving and future skills required by the organisation.
- Establish, drive and facilitate a collaborative and integrated learning capability that supports the Group wide Learning vision, with a specific focus on a culture of delivery and use of fit for purpose learning experiences in Country.
- Partner closely with business to define the learning budget that affords Country the opportunity to deliver on the learning strategy, in collaboration with the Country Head of Human Capital.
Define Country Learning Needs
- Identify the Country-specific outcomes that need to be achieved through Learning’s involvement.
- Identify Group Learning experiences that will supplement the business specific learning initiatives.
- Share defined learning needs, requirements, and capabilities in Country with the Head: Learning Africa Regions in order to inform and prioritise learning experiences for delivery in Country.
- Collaborate with Line Management on the prioritisation on learning experiences for deployment in Country as required.
- Ensure that the identified Country-specific learning requirements and priorities are adequately reflected in the learning experiences developed for core and common skills.
- Communicate which learning interventions and experiences are being delivered in Country with the Head: Learning Africa Regions for the purpose of leveraging experiences across Countries.
Learning Content Curation
- Map Country learning standards to the Group Learning toolbox according to business relevance, impact and competence development.
- Execute on the Country learning strategy utilising a holistic, fit for purpose approach, leveraging both existing and new learning technologies, resources and tools, in line with Group Learning toolbox.
- Implement Group/Business Line/Corporate Functions learning journeys and experiences provided in the Group Learning toolbox, with relevant local or regulatory customisation
- Drive the curation and/or sourcing of content (where applicable) for unique Country specific learning experiences
- Drive the enhancement and continuous improvement of learning standards and experiences of Country in line with Group Learning. Engage with Head Learning Africa Regions to ensure enhancements are available across the integrated Standard Bank Group (where appropriate) to minimise duplication of effort.
Agile Learning Delivery
- Partner with key Country stakeholders to drive the learning culture prescribed.
- Identify and assign adequate and correctly skilled learning resources to the development/curation/delivery of learning experiences.
- Understand the digital landscape of learning i.e. learning tools available, learner characteristics and methods of impacting learner segments and experiences, integrating learning with the way of work etc.
- Maximise the use of the digital learning content and platforms to capitalise on available learning that meets the minimum standards for learning.
- Gain a deep understanding and knowledge of the learner (“know your learner”), and apply creativity to craft learning (where applicable) to deliver stimulating and long-lasting learning experiences to meet learning needs.
- Drive a ‘quick to market’ delivery strategy to ensure relevant and continuous future fit learning content to enable a progressive workforce
- Actively manage learning risks across the learning landscape, and when required, respond to key demands aligned to the Human Capital risk framework.
- Drive compliance to Human Capital regulatory requirements.
Learning Intervention Evaluation
- Analyse and guide the desired learning experiences to achieve improved performance aligned to the Africa and wider Group strategy.
- Oversee business engagement, ensure that sponsorship arrangements are in place and that the effectiveness of learning initiatives is measured in line withGroup Learning standards, in collaboration with the Head Human Capital Country.
- Determine the evaluation criteria for country specific learning in line with standards provided by Group Learning.
- Embed future-fit metrics to ensure positive business impact of learning experiences, value, cost effectiveness, and learner engagement and satisfaction in Country
People (Management where applicable)
- Foster effective teamwork, collaboration between employees, subordinates, internal and external stakeholders, while ensuring individuals perform optimally to contribute to team objectives.
- Guide, coach and mentor direct reports and others with informal reporting relationships to foster excellence and teamwork.
- Manage the performance of staff in accordance with the appropriate performance management policies and procedures, including the setting and reviewing of objectives.
- Facilitate positive communication to staff through appropriate structures and systems. Advise, counsel and support staff where necessary.
- Contribute the budget process annually, providing accurate forecasted figures.
- Manage compliance with agreed budgets, ensuring that all allocated costs are contained.
- Participate in management forums, contributing expertise to enable sound decision making
- Implement controls which minimise potential risk to stakeholders.
- Manage relationships with key stakeholders
- Ensure that all relevant Country stakeholders across the learning value chain are aware of the Group learning standards and brand.
- Inform stakeholders on learning developments and the implications thereof. Embed this knowledge through knowledge-sharing engagements with relevant stakeholders.
- Provide guidance and expertise to stakeholders, with respect to the strategic, group, and supporting learning organisation capabilities.
- Lead engagement with identified stakeholders and vendors to expedite learning service delivery, in line with Group Learning standards.
- Receive, investigate and monitor escalated queries and action accordingly. Allocate appropriate resources when trends are identified in order to maintain sound stakeholder relationships.
Manage associated information
- Safeguard reputational risk by managing access to Learning data, checking that personal privacy is adequately protected in reports generated and data gathered across the system life cycle.
- Assess potential information management risks across Country in line with regional and country specific legislation and regulatory requirements
- Interrogate the appropriate use of data to create insights, in order to optimise the solution offering and inform decision-making processes.
- Achieve compliance with relevant information governance processes, ensuring that insights gathered to inform decisions maintain individuals’ rights to privacy.
- Understand the implications of using cross-border data. Ensure adherence to data legislation as well as privacy and data security policies.
Qualifications, Skills and Experience:
- The ideal applicant for the Stanbic Bank Head Learning and Development job must hold an Honors Degree with field of study in People or Human Development qualification
- Master’s Degree in Human and Social Studies preferred
- At least eight years of relevant working experience
- Business consulting experience.
- Line manager experience
- Training and Development experience
- 7-10 years of experience in Human Capital
- Experience working within a learning design, development, and delivery environment with modern instructional design approaches
How to Apply:
All candidates are strongly encouraged to apply online at the link below.