Human Resources Lead- Banking, Financial Services Sector

The HR Lead for Banking supports ANSA Merchant Bank and ANSA Bank by managing daily HR functions, including recruitment, training, employee engagement, and industrial relations.

Competencies

Human Resources Management - Applying an understanding of human resource management (HRM) practices, policies and principles. Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.

• Identifies the short-term HR implications of organizational changes.

• Applies varied HRM tools and approaches (e.g., varied approaches to identify sources of qualified candidates).

• Identifies solutions to HR issues, respecting organizational values and legal requirements

Recruitment and Selection- Providing advice and services related to attracting, sourcing (advertising, job fairs etc), evaluating (determining and implementing selection criteria and strategy), interviewing and the intake (i.e. negotiating offers) of professional to managerial roles within the Banking Sector. Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.

• Identifies candidate selection criteria based upon analysis of the position and competency requirements.

• Leverages resourcing strategies to ensure a constant flow of interested qualified candidates.

• Identifies position specific selection and assessment strategies.

• Develops candidate assessment tools (interview guides, reference questions etc.) based on best practices that ensure efficient, effective and fair applicant evaluation processes.

• Applies a myriad of interviewing techniques, adapting the interview type to suit the situation at hand.

• Adjusts questioning to uncover what is not being said by exploring interviewee non-verbal cues.

• Engages successful candidate(s) by negotiating salaries that balance the interests of the employer with the needto fill the vacancy.

Learning and Development- Creating a supportive learning environment aligned with the organization’s goals and strategies by providing employees with tools and activities to promote their professional development. Applies the competency in common situations that present limited difficulties, working with a moderate level of guidance.

• Provides advice on the development of learning objectives, linking them with business needs/outcomes.

• Identifies and recommends learning activities and resources to meet an identified need.

• Works with team toidentify career paths.

• Monitors employees’ learning activities and career progression, providing feedback and coaching as necessary.

• Modifies learning activities to fit learner needs as part of a broader learning initiative program or curriculum (e.g.,incorporates organizational content into learning activities).

Industrial & Employee Relations- Applying an understanding of labor legislation, regulations, and employee relations practices to the management of the formal, legal employment relationship between the organization and its employees. Engages with Union and spearheads relevant activities and requirements: negotiations, reclassification exercises, collective bargain agreement reviews, etc. Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.

• Advises others on employment rights and responsibilities, interpretations of relevant policies, contracts, and legislation in complex or novel situations.

• Manages complex policy grievances or group complaints.

• Mediates disagreements and conflicts.

• Manages relationships with employee representatives.

• Conducts research in support of collective bargaining or employee contracts.

• Assists with preparation of bargaining proposals.

Performance Management- Managing employee performance for success where goals are created, competencies are incorporated, and constructive feedback is provided for continuous improvement. Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.

• Facilitates the implementation of performance measuring processes and procedures.

• Advises management on how to define specific, measurable, attainable, relevant and timely performance goals.

• Guides managers on how to identify performance gaps (i.e. gaps between desired and actual performance),suggesting realistic and effective interventions.

• Manages disputes related to performance appraisals.

Fostering Communication- Listening and communicating openly, honestly, and respectfully with different audiences, promoting dialogue and building consensus. 

• Tailors communication (e.g., content, style and medium) to diverse audiences.

• Reads cues from diverse listeners to assess when and how to change planned communication approach to effectively deliver message.

• Communicates with all organizational levels.

• Understands others' complex or underlying needs, motivations, emotions or concerns, communicating effectively despite the sensitivity of the situation.

Collaborating with Others - Working together with others in a cooperative and supportive manner to achieve shared goals. 

• Gives credit and acknowledgement for contributions and efforts of others.

• Provides constructive feedback to others.

• Helps build consensus among members of groups.

• Provides opportunities for all group members to contribute to group discussions.

Digital Literacy- Engaging with digital technologies, particularly, the Group’s HRIS- Employee Central to accomplish goals and solve challenges in the workplace. Uses digital technologies in a wide range of standard and non-standard activities.

• Evaluates the quality of information obtained through online searches.

• Uses digital technologies (e.g. cloud-based platforms) to facilitate collaboration and accomplish goals.

• Produces reports from the organization’s HRIS to inform decision-making.

• Identifies security concerns that could adversely affect the organization, such as a lack of back-ups or virus protection.

• Experiments with multiple software solutions to determine the most appropriate option for producing the desired effect.

• Utilizes standard features available to regular users in industry specific software.

Responsibilities 

 •Provide effective leadership and development of the HR team members

• Work with managers and supervisors to identify training needs across the business and ensure training plans are rolled out at the Company level and Department level.

• Implement performance management processes for all employees, inclusive of managing the Key Performance Indicator (KPI) and Performance Appraisal (PA) process for all staff

• Act as liaison between employees and the management team

• Manage the day to day functions of the HR operations for Banking

• Ensure all reporting is done with Board and Group timelines

• Ensure work is delivered within the HR QoSS standards established framework

• Manage the pulse survey roll out, analysis and action plan development/execution

• Provide expertise, training, and support to all levels of management to ensure the effective management of all human resources and scheduling issues

• Manage the recruitment process for all Team Lead and below roles within ANSA Merchant Bank, and ANSA Bank.

• Develop and manage employee recognition programs

• Support the roll out of the culture transformation plan and core values

• Support the SHRM in all disciplinary matters for ANSA Merchant Bank and ANSA Bank

• Responsible for EC data quality and ensuring Banking EC system is updated as per Blue Book policy

• Work with Talent & Org. Design Lead to ensure the full talent calibration process is rolled out as per Group timelines

• Perform any other duties as required 

Knowledge, Experience and Qualifications

• Human Resources Information Systems (HRIS) (Intermediate)

• Labor and Employment Laws (Intermediate)

• Microsoft Office Suite (Intermediate)

• SAP (Intermediate)

• 4-5 years’ professional experience in the field of Human Resources. Experience within the Financial Services Industry will be considered an asset.

• Bachelor’s degree in human resource management/management studies/business administration or another related discipline.

• MBA/Post graduate degree will be considered an asset.

Deadline date for submissions - July 11, 2025.