Established in 1964, the African Development Bank is the premier pan-African development institution, promoting economic growth and social progress across the continent. There are 80 member states, including 54 in Africa (Regional Member Countries). The Bank’s development agenda is delivering the financial and technical support for transformative interventions that will significantly reduce poverty through inclusive and sustainable economic growth. In addition to providing finance, the Bank is Africa’s voice on global economic, financial and development issues, a role that has taken significant importance in light of increasing global integration and interconnected risks. In order to sharply focus the objectives of the Ten Year Strategy (2013 – 2022) and ensure greater developmental impact, five major areas, all of which will accelerate delivery for Africa, have been identified for scaling up, namely; energy, agro-business, industrialization, integration and improving the quality of life for the people of Africa. The Bank is seeking to build a management team that will lead the successful implementation of this vision.
The Vice-Presidency, Human Resources and Corporate Services ensures the delivery of efficient, people-centered, client-oriented, corporate services to ensure overall institutional effectiveness in all aspects of the Bank’s corporate services. The complex leads efforts to digitalize and transform the Bank into a knowledge-driven workforce, promote human resources policies that enhance talent, drive a performance-driven culture, and ensure the competitiveness of the Bank as the employer of choice. The complex ensures that all Human Resources and Corporate Services are re-aligned to drive greater corporate performance and execution of the Bank’s strategic vision and priorities. The complex is responsible for providing leadership in the formulation and implementation of Bank’s strategies on people, IT, general services and institutional procurements, language services, business continuity and, health and safety strategies.
THE HIRING DEPARTMENT/DIVISION:
The Human Resources Department is responsible for attracting, developing, motivating and retaining the best-in-class talent as well as building the organizational capabilities for delivering the Bank’s Strategic Business Agenda.
The position of Lead, Human Resources Operations, supports the Director Human Resources Management in the implementation of the annual Human Resources programs, oversees the execution of key Human Resources Projects across the divisions, is the go-to person for all Human Resources Operational matters; and acts as liaison between the Human Resources Director and staff on all operational Human Resources matters. S/he will work closely with the management teams of the three newly refreshed divisions (i) HR Business Partnerships, (ii) Human Resources Shared services, (iii) Human Resources Staff Development and Training to ensure compliance to the Bank’s policies, processes and staff regulations. S/he will oversee the Employee Relations function and participate in Human Resources Engagement routines with internal and external stake-holders. The Lead, Human Resources Operations will steward the company’s culture by recognizing, articulating and shaping the need for change. S/he will initiate and sustain continuous dialogue with leaders on change issues, and explore options for resolving the issues.
Duties and responsibilities
Under the general supervision of the Director Human Resources Management the Lead Human Resources Operations is responsible for operationalizing the HR Strategy, and in particular:
1. Act as a credible advisor to the Human Resources Director on all employee relations matters based on research, staff rules and regulations;
2. Coordinate the Bank’s HR related Organization Effectiveness and Change Management initiatives;
3. Coordinate Human resources projects or action plans aimed at the effective implementation of the Bank’s Human Resources strategy;
4. Overseeing the Budgeting and program execution processes for the Human Resources Department, including the management of the tracking/reporting imperatives for the department;
5. Take the lead in implementing audit recommendations and responding to the Human Resources queries and bring closure to unsatisfactory audit findings;
6. Oversee and manage Human Resources analytics to ensure that relevant metrics and trends are identified and reported to key stakeholders, including the Human Resources Divisions , and/or business unit leaders;
7. Initiate the development of employee relation’s policies, and ensuring compliance with employment legislation and Bank statutory requirements;
8. Design and lead the “People Dashboard’ for key Human Resources Performance indicators including the employee engagement index and managerial effectiveness index;
9. Lead the Employee Engagement Governance Framework to ensure that there is a sustainable momentum to close the gaps identified in the staff surveys;
10. Guide the quality assurance of Human Resources outputs and programmes;
11. Play the Human Resources Department’s Risk Management and Business Continuity Management Lead role;
12. Oversee employee relations and manage the resolution of conflicts, working with others to affect mutually acceptable solutions, by using highly developed interpersonal skills;
13. Oversee and establish the Bank’s position in all disciplinary cases with a view to ensuring fairness and effective resolution;
14. Represent the Human Resources Director in corporate level forums and committees, as will be advised from time to time.
Including desirable skills, knowledge and experience
- Hold at least a Master’s degree or its equivalent in Human Resources Management, Organizational Development or related disciplines; A professional qualification in project management will be an added value;
- Have a minimum of ten (10) years of extensive and progressive experience in Human Resource Management, five (5) years of which will be at managerial level and/or in supervising a team and coordinating work programs or projects;
- Practical experience in a multilateral development organization will be an added advantage;
- Demonstrable experience of working in a client-centric, business partnering environment;
- Strong generalist Human Resources experience with fully operational depth in at least three of the under-listed skill areas (i) Human Resources Planning and Forecasting, (ii) Organization Effectiveness & Change Management (iii) Total Rewards (iv) Employee Relations Management and Policies design, (v) Performance management and (vi) Learning & Development;
- Ability to work effectively with other technical and management professionals of diverse occupational and ability to work under pressure, prioritize work, and handle multiple tasks simultaneously and coordination of work programs and resources and lead teams;
- Must be self-motivated, pro-active and results oriented. Must have good problem-solving skills; be well organized, and have advanced ability to plan, prioritize and deliver in a pressured work environment.
- Established reputation for integrity, good judgment, fairness and discretion in dealing with top management, staff and external parties; strong organizational and analytical ability, attention to detail and ability to work independently and manage challenges; has a proven track record of HR Projects Management.
- Competence with standard Microsoft Office software (Word, Excel, Access, PowerPoint); preferably experience of SAP Human Resources, e-Recruitment systems and project management software.
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