1.Organizational Change Management 
1.1 Design, develop and implement change management strategies and plans by directing
the people and customer aspect of the change, delivering measurable impact and
improvements.
1.2 Guide employees through transitions by providing a structured approach and set of
tools for mapping and understanding the cumulative and collective impact of the
portfolio of change on employees. Ensure changes are implemented sensitively with
minimal disruption.
1.3 Integrate change management practices with Bank’s operational approach (agile,
strategic planning) and change metrics and KPA’s tracking success and effectiveness
of the change management activities and efforts.
1.4 Manage all aspects of the people and customer change: impact assessments (audits),
stakeholder management, change communications, training planning, resistance
management, customer education and more as per the Business Transition Roadmap.
Leverage all available data points (e.g., Mirror Survey, DSQ,VOC).

2. Communication 
2.1 Bridge gaps between departments and maintain strong communications across all
aspects of the Bank. Act as point of contact between employees/stakeholders and
departments regarding the change/transformation process and guide communication
team.
2.2 Maintain effective stakeholders’ communication and engagement throughout the
transformation journey to ensure support through changes. Identify and implement
relevant plans to enable the Bank to perform to its optimum ability through involvement
of the Sponsor Network, Change Stream Leads, HR business Partners, Wellness
Champions, Technology Ambassadors, and Connectors.

3. Programme Management 
3.1 Actively and visibly participate throughout the project and build coalitions of sponsorship
with peers and management.
3.2 Create a system to evaluate the success of any adjustments made and present findings.
3.3 Inform and guide the overall budget allocation to initiatives as plan of the overall
Business Transition Roadmap and the commercial viability thereof.
3.4 Actively build and encourage team relationships to help accomplish team goals and
work with other team leaders to ensure cross-team integration.
3.5 Realize the value of the change by ensuring the change is adopted and Bank is
committed and prepared to sustain the change.

4. People and Divisional Management 
4.1 Analyze the business plan to determine applicable deliverables and targets, determine
skill requirements as per talent policy framework and relevant human resources policies
and procedures (Talent Management, Reward Management, Performance
Management, EE Targets, Diversity, Equity & Industrial Relations).
4.2 Responsible to ensure excellent teamwork and development and that all demonstrated
behaviours are aligned with the Bank’s vision and values.
4.3 Create a culture of constructive challenge of assumptions and practice. Provide tools to
encourage, reinforce, share and collaborate.
4.4.5 Coach and develop the team to ensure delivery of quality output and management of
team resources.

5. Embed Risk Management into Design and Orchestration of all Initiatives (Sustainability)
5.1 Build risk management into the design, prioritization, and planning methodologies to
ensure risks/obstacles are identified proactively and strategies are developed to
address these.
5.2 Ensure full compliance to policies and legislation where applicable.