Q-Sourcing Servtec Group QSSR-NCBA-Senior Hr Business Partner Jobs in Rwanda
Job Purpose Statement
Responsible for a pivotal role in shaping NCBAR talent management strategy and driving the development of our workforce through learning and talent development strategy ensuring highly skilled employees at all levels.
The job purpose of the Senior HR Business Partner includes overseeing various key functions, such as learning and development, compensation and benefits management, performance management, and providing general support to the Head of HR. This is achieved by collaborating with the HR Business Partner, cross-functional stakeholders and business leaders.
Provide team leadership in driving excellent delivery of HR Service, team productivity, engagement and overall business performance.
Key Accountabilities
Financial
Structure and implement productive learning and talent development components of the collective manpower plan at the lowest cost, thus attaining a desired profit per head ratio against the defined strategy roadmap.
Manage adherence to learning costs management practices, optimizing the allotted spend to ensure maximum value is derived from investments made, thus attaining a desired profit per head ratio against the defined strategy roadmap.
Coordinate the administration of compensation and benefit plans as provided in the country HR Policy.
Lead an efficient maintenance and updating of staff information database and timely generation of required reports
Customer
Lead development of L&D strategy, framework, and the Learning Academy execution for the organization.
Oversee and continuously review a talent management programme to establish career pathways, cultivate leadership capacity, and ensure retention of high performers through access to personal development opportunities such as coaching and mentoring, networking, talent rotation, and secondments.
Partner with the HR team and business leaders to:
Define manpower planning activities that identify and continuously review organizational skills requirements and learning needs
Drive learning and execution of all development programs from Needs analysis to post-learning evaluation to increase overall company performance.
Drive the delivery of appropriate and timely leadership development programs.
Implement and maintain a systematic approach to succession planning.
Develop and maintain talent pools and pipelines offering clear routes of progression to support high performers in remaining creative, energized, engaged, and motivated in the context of an organization management hierarchy.
Implement systematic data collection and analysis to track the return on investment of talent development activities through the measurement of indications of organizational success (e.g. productivity).
Create an efficient, consistent and scalable on boarding experience.
Internal business processes
Develop annual training programs and annual training calendar, which supports business strategy and complies with regulatory requirements.
Participate in the establishment and management of a talent management programme in line with the Bank’s capacity development strategy.
Develop and implement a system for defining competency requirements for all jobs and process for assessing competency levels of staff as required.
Be an advocate for a continually improving way of working within the team to drive efficient and impactful engagement and accurate delivery of service.
Proactively participate in organisation/HR specific projects.
Learning and growth
Provide overall leadership of the team supporting them to be a high performing and engaged workforce, through managing their performance, motivating, coaching and training them accordingly.
Maintain a high team performance and engagement.
Up-to-date and actioned competency assessments and development plans for the team.
Nil disruption to business / loss of business due to lack of appropriate numbers of qualified, available staff within the team.
Maintain a consistently high own competency score and development plan maintenance.
Maintain the desired Leadership – 360-degree feedback score.
Ideal Job Specifications
Academic:
Bachelor’s degree from a recognized accredited university.
Master’s degree in strategic management or business administration, or other similar relevant qualification.
Professional:
At least 8 years’ experience in HR, 3 of which should have been in a senior management capacity in a similar sized organization.
Desired work experience:
Proven track record of consistently supporting the achievement of an organization’s people strategy, with a market reputation of being a trusted advisor on matters pertaining to HR.
In-depth knowledge of the local banking industry, banking products, banking services and banking regulations.
Sound working knowledge and understanding of all labor regulations and practices.
How to Apply
For more information and job application details, see; Q-Sourcing Servtec Group QSSR-NCBA-Senior Hr Business Partner Jobs in Rwanda
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