JOB PURPOSE
• Originate and lead Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment and the recruitment and ongoing development of a superior workforce
• Effective management of the Human Resources functions of, with a view to ensuring alignment of HR strategy to the business strategy.
• Propose all initiatives and implement all actions deemed necessary to provide with the adequate human resources.

Promote an environment that enables both the business and the employees to perform at their full potential. Act as a business partner to line managers.
• Provide guidance and counselling to employees to help them perform and grow in their jobs.
• Implement a clear policy framework, in compliance with all labour related laws.

Ensure that achieves a competitive capability through the provision of the following services:
• Staffing / Recruitment
• Succession Planning
• Training and Development
• Compensation and Benefits
• Human Resources Policies and Procedures
• Employee Relations
• Performance Management
• HR Operations & Information Systems
• Personnel/payroll transactions within the framework of compliance and regulations as specified by the labour law and by Ecobank Group.

KEY RESPONSIBILITIES
Responsibility 1
RESOURCING
Purpose
To make available for the bank’s operation the right people in the right place at the right time.

Key Responsibilities
• Identify expertise required to implement business strategies, in terms of roles/headcount/skills.
• Facilitate recruitment and selection process to bring new talent into the bank.
• Create a pool of successors for key jobs and positions.
• Identify and encourage people to move within and Ecobank Group.
• Ensure that successors are identified for each key position in.
• Coordinate the development and maintenance of career paths for high performing and promising employees.

Responsibility 2
TRAINING AND DEVELOPMENT
Purpose
To provide Training and Development opportunities which are timely and relevant from an individual perspective and firmly linked to the bank’s business needs.

Key Responsibilities
• Identifying training and development needs on the basis of the Group’s Core and Technical Competencies, Audit reports, New Products, New Technology etc
• Offering cost effective solutions to identified training and development needs e.g. Classroom Based Training (CBT) / Web Based Training (WBT), on the job training (OJT), Projects, attachments etc
• Provide equal training and development opportunities to all staff based on individual needs
• Put in place Personal Development Plans (PDP’s) for all Staff and transform the identified individual gaps into relevant training and development solutions
• Directing majority of our development activities towards our best and potential people and the bank’s Career Plan
• Work with Training Head to set up appropriate training structures for the delivery of training in the bank and a working administrative system in the Area of Training
• Coordinate the implementation of training programs
• Evaluate training programs
• Identify highflyers and successors to various positions
• Design and coordinate succession plans
• Facilitate inter-functional transfers
• Coordinate and monitor career development plans
• Coordinate the performance management process
• Encourage individual self development initiatives through the provision of a conducive environment and support to help employees achieve the bank’s objectives.

Responsibility 3
EMPLOYEE RELATIONS, COMPENSATION AND BENEFITS
Purpose
To ensure good and harmonious management/employee relations and to build and maintain a compensation system which recognizes the contribution of each employee

Key Responsibilities
• Consult with representatives of employees and/or unions (where applicable)
• Coordinate negotiations between staff representatives and Management (where applicable)
• Ensure effective internal communication within the Bank
• Maintain and assist with procedures related to discipline and sanctions
• Monitor compliance with standards, legal procedures and regulations
• Develop welfare programs
• Social
• Cultural
• Personal
• Design remuneration policies to reward, motivate and retain key and promising staff
• Conduct compensation surveys to assist in deciding the levels of salary increases and provision of benefits
• Implement remuneration strategies
• Establish levels of competitive salaries
• Determine salaries of new employees
• Coordinate bonus calculation and payment
• Update existing benefits in line with market trends
• Provide external data on best practices regarding staff remuneration
• Introduce a competitive system of benefits.

Responsibility 4
HR OPERATIONS AND INFORMATION SYSTEMS
Purpose
To organize, process and produce employee data and information for informed management decisions.

Key Responsibilities
• Gather, analyse and maintain data and information on staff
• Maintain and improve precise and timely salary payment procedures
• Coordinate loans and manage pension fund issues
• Gather and forecast staff costs
• Monitor available headcount or skills
• Check security backgrounds of employees, medical check-ups
• Monitor and implement HR budget
• Ensure implementation and compliance with operational instructions from HR and Audit missions
• Implement effective staff administration system: handling personnel files, handling staff statistics, etc
• Manage and insure follow-up of employee leave schedules
• Coordinate salary advances and loans processes.

Experience & Qualifications
• At least 5 years work experience in human resources function of a large and dynamic multi-national organization.
• Bachelor / Master’s degree in HR Management or related field of study; fluent written & spoken French and English; proficiency in MS Office.

Skills, Capabilities & Personal attributes
High levels of initiative, energy & drive, strong planning & organizing skills, attention to detail, ability to work under pressure and meet tight deadlines, excellent communication & interpersonal skills, ability to maintain confidentiality, ability to interact with and present ideas to Senior Management & other levels in a confident manner and capability of working in a diverse & dynamic environment

THINKING COMPLEXITY
• Positioning long-term compensation strategies within the constraints of the market, cost to company and future growth of the business, including variable compensation.
• Managing procedures to ensure that they take cognisance of the various laws such as labour laws and business growth requirements.
• Developing long-term training & development plans for the Group taking into consideration future growth & business requirements.
• Enforcing a performance management culture that will lead to effective utilization of performance management system within an environment where staff expect equal rewards for performing similar functions.
• Driving transformation at EKE to through productivity of people – improve the efficiency and productivity of people, branches; focus less on administrative tasks and more on strategic issues that add value to the business
• Recruiting, motivating and retaining high performers (HIPOs)/key or quality employees in a highly competitive environment and mitigating poaching of staff by creating a high level of staff loyalty.
• Developing and maintaining a 1-3year pipeline of high potential local talent to place as successors to current Business/Department/Unit heads within the Bank.
• Achieving and maintaining realistic employee satisfaction results that are a representation of current reality.
• Supporting new business initiatives that will lead to much needed business growth while still ensuring we operate within approved headcount levels.
• Implementing and managing change within a multi-cultural environment