1.    Manage Stakeholder Relationships 
•    Building long-term, trusting relationships with management in assigned departments, branches or entities and with HR colleagues;
•    Consult with the Line Management to gain an in depth understanding of the business and business needs;
•    Focus on strategic business issues regarding growth and competitive issues and taking a big picture perspective regarding organisation priorities and goals;
•    Continuously identify unique HC business requirements and diagnose possible people management challenges;
•    Translate business needs into performance requirements by proactively delivering HR solutions and “people strategies” through effective collaboration and consultation;
•    Establish and maintain effective working relationships with stakeholders through pre-empting HC solutions and strategies, and influencing decisions that address business concerns;
•    Serves as an active member of the management team in assigned business/function and is able to influence and challenge others at this level;
•    Remains abreast with all current and future business and HR trends, both internally and externally through effective networking and self-study;
•    Ensure effective roll-out of HR programmes and initiatives within the business unit (such as succession management, talent management and performance management);
•    Effectively collaborates and partners with Centers of Expertise (CoE) to design and deliver HR solutions that meet business needs;
•    Collaborates with CoE to ensure policies and programs are adhered to within the business;
•    Support and embed implementation of strategic HR Projects through interaction with Line management; and
•    Fulfill a coaching and mentoring role for line management through building on the significance people play in the organization. 

 

2.    Managed Human Resources Processes
2.1.    Recruitment and Selection
•    Implement and manage the recruitment and selection policy and Talent Management strategy, to ensure optimal sourcing of the right people in the right positions at the right time;
•    Manage Electronic Recruitment systems by ensuring correct managing of advertisement of vacancies;
•    Responsible for the recruitment process i.e. sourcing, interviews, Terms & Conditions, job offer, induction/onboarding and follow through;
•    Agree need for a vacancy / resource and identify potential resourcing solutions i.e. internal / external advertisement, head-hunting; 
•    Responsible for the recruitment authorisation process;
•    Promote the company’s image as the employer of choice in the labour market to attract talent; and
•    Provide Line Management with continuous up skilling and training on Recruitment and Selection;

2.2.    Promotions
•    Manage all promotions at various career levels up to senior management to ensure reflection of competence, diversity and comparability with like for like roles across the department’s branches.

2.3.    Reward and Remuneration
•    Support the Rewards & Remuneration Manager with the salary review process up to and including senior management;
•    Support line managers with salary review process  guidelines;
•    Ensure salary review across departments/branches/entities is completed on time and accurately reflects consistency across all departments, branches and entities; and
•    Working with the Rewards & Remuneration Manager to identify the issues by department, branch or function which needs to be considered and factored into strategy.

2.4.    Performance Management 
•    Ensure proper implementation of and adherence to the performance management system and process by providing training and understanding of process and tools;
•    Monitor and analyze performance results to provide feedback and insight to the business units regarding performance trends and areas requiring improvement;
•    Monitor and evaluate on-going performance management reviews and final appraisal processes and guide and advise line with grievances and poor performance cases appropriately;
•    Embed a high performance culture through proactive performance improvement guidance and promoting positive changes within the assigned business unit;
•    Ensure Line Management receives necessary up-skilling and training to embed Performance Management principles and philosophy; and
•    Consult the Organisational Development Consultant for specialist advice and guidance.

2.5.    Talent Management and Succession Planning
•    Embed the Group Talent Management principles and philosophy in the business;
•    Provide and guide Line Management with clear processes and tools;
•    Advise Line Management on creating and maintaining a conducive environment for talent attraction and retention;
•    Couch Line Management to have constructive Talent Conversations and oversee that talent development plans are finalized and adhered to;
•    Monitor and evaluate the talent deployment process through feedback reports;
•    Ensure the availability and placement of the most suitable candidates for succession plans and within the business with regards to key talent, critical roles and ATP candidates;
•    Assist Line Management with addressing skills gaps in collaboration with the Human Capital Development and Talent Management;
•    Guide Line Management on succession planning with specific focus on critical roles and expertise skills to ensure sustainability, growth and performance of the business; and
•    Consult the Talent Management Consultant for specialist advice and guidance.

2.6.    Employment Relations
•    Ensure company compliance to all labour practices, procedures and policies;
•    Ensure Line Management receives training and are knowledgeable of processes and procedures;
•    Oversee that all disciplinary and grievance issues are attended to and resolved timeously;
•    Oversee that sound line manager and employee relationships are built in the business unit assigned to, that will enhance productivity; and
•    Liaise with the Industrial Relations Consultant for specialist advice and guidance. 

2.7.    Transformation and Change Management
•    Identify and or pre-empt change opportunities in the business unit assigned to and guide Line Management to commit to the change process;
•    Act as a change agent and change leader in support of business units organizational changes;
•    Partner with Line Management to assist with change management opportunities or interventions;
•    Lead specific business and or strategic change interventions by identifying, analyzing and communicating all interventions that are applicable to employees; 
•    Collaborate with respective Change Leaders and Change Champions or Change Agents, and monitor and evaluate the effective implementation of interventions; and 
•    Assist with appropriate change sensitization strategies that adhere to the organizations values and culture with the objective to create a receptive environment for change management success. 

2.8.    Diversity Management
•    Ensure the effective implementation of employment equity targets and objectives by the business unit assigned to and Line Management specifically; and
•    Promote the compliance to the AA plan by Line Management and business unit.

2.9.     People Development
•    Monitor finalisation of career development and succession plans completed by Line Management;
•    Advice and guide Line Management in skills gap analysis for all existing and new staff;
•    Collaborate with Human Capital Development department (regarding learning and development strategies and training needs) and Line Management;
•    Effectively manage the relationship between the Line Management and Human Capital Development training and development offerings; and
•    Support, develop and coach HR consultants and other HR colleagues with their personal and professional development, ensuring that they are appropriately involved in operational issues and project work as appropriate.

2.10    Risk Management
•    Ensure compliance and adherence to the operational risk factors and statutory requirements that may affect the business unit assigned to;
•    Actively identify risks and possible gaps, and propose mitigating actions where appropriate and implement necessary actions; and
•    Liaise with the People Risk Consultant and Business Risk and Compliance Specialists for specialist advice and guidance. 

2.10.    HR Projects / initiatives
•    Partner with senior HC colleagues in the implementation of the strategic HC plan, projects and initiatives to positively add value to both Bank Windhoek and Group Companies and the employees; and
•    Partner with key stakeholders within departments / branches to ensure that all HC projects are appropriately communicated and implemented.

2.11.    HR Operational Functions
•    To promote the use of the HR systems, policies and processes, challenging appropriately as necessary; 
•    Manage exit processes for staff, carrying out exit interviews;
•    Understands assigned  areas’ plans to develop and deliver people strategies and solutions for own areas within overall Bank Windhoek  people strategy;
•    Provides a strategic partnership to the EMTs and senior business and functional leaders of assigned branches or support services department;
•    Has a good understanding of the marketplace, competitive position and commercial drivers for the client business area;
•    Creates and executes the business/function people agenda;
•    Provides advice to the Executive Team Members (EMTs) and senior functional leaders on people matters and acts as a sounding board and coach;
•    Provides advice on organisation development/design, talent, leadership, resourcing and on building organisational capability;
•    Ensures seamless delivery and interactions with specialist teams;
•    Is well connected with appropriate external bodies and networks that help to provide insights and benchmarks to business units;
•    Drives projects and change effectiveness across departments and branches;
•    Sets clear direction and plans for 1-2 years, able to flex and vary resources and priorities in response to changing situations;
•    Uses analytics, data and trends both internal and external to diagnose issues and recommend solutions;
•    Leader of a HC team of HC professionals (HC Consultants), able to hire and attract capable HC people;
•    Owns the relationship with their assigned areas’ leadership as a trusted advisor, supporting their HRD;
•    Works with HC specialists and HC Operations to ensure client group receives required service and people strategies are delivered;
•    Provides HC project assistance and guidance;
•    Partner with Talent Specialists to develop interventions (individual and group) aimed at enhancing business performance; lead the implementation of business changes with appropriate specialist support;
•    Be proactively involved in key people processes and initiatives e.g. Workforce planning, talent acquisition, career and succession planning; and
•    Proactively seek feedback from the business leaders on the quality of HC service delivery.

 

3.    General
•    Perform any other reasonable and lawful instructions/ tasks from designated supervisors and ensure that duties are carried out on time and correctly.