Job Title: HR Relationship Manager – Consumer Bank
Job ID: 275879
Job Function: Human Resources Location: Nigeria – SCB Full/Part Time: Full-Time Regular/Temporary: Permanent
Job Description
To provide generalist HR Support to Consumer Banking, acting as a channel for two-way communication and influence between the business and HR function in the country, and providing a point of access to local HR administrative and facilitative services. Key Roles & Responsibilities 1. Oversee recruitment on behalf o the business managers, and participate in the selection process to ensure that the business manager’s selection decision is fully informed; arrange for business level induction of new staff. 2. Advise on and coordinate the transfer of people within the business and between businesses (including inter-country transfer whether as home or host location. 3. Ensure the availability of local market remuneration and other relevant external data to the business, and interpret this to business managers, to enable them to form a valid view of competitor practices as a factor in decision-making. 4. Facilitate locally the business-wide processes for assessment of performance and potential, personal, development planing, etc with particular emphasis on the IGP, GDP and MBA streams to ensure optimum return on SCB’s investment in them. 5. Maintain up-to-date organisation charts, and reflect business headcount data, turnover and absenteeism statistics, reconciled to relevant country-level databases, to the business managers. 6. Actively drive engagement within the CB Function in-country leveraging on the Q12 tool. 7. In conjunction with Country L&TD, ensure that the Function’s Talent Management Agenda is fully delivered for the year. 8. Drive the succession planning process for CB. 9. Identify and analyse employee relations problems or grievances, recommend solutions and participate appropriately in the resolution of such issues. 10. Act as a consultative and facilitative resource to business managers as requested eg. in the area of organisation design, reward planning and change management. 11. Review requested actions on HR matters for legal, procedural and documentary compliance and fair employee treatment (eg. involuntary termination), and progress the necessary action and/or recommendations accordingly. 12. Assist those local business managers who also have responsibilities for staff based in other countries, to manage HR issues across the whole range of their responsibilities through liasing for information and appropriate guidance within the HR network. 13. Monitor and advise on HR key risk indicators. 14. Recommend and progress salary increases and promotions within agreed limits. 15. Carry out research, development and project work on HR issues which may impact the business on a regional or global basis, in conjunction with or on behalf of the Group Business Head of HR. 16. Identify and work to clear bottlenecks and blockages in country HR administration processes, and work with country and business HR to develop standard global interfaces between the business and HR function, to include remuneration packages optimised for simplicity and portability. 17. To remain alert to the risk of money laundering and assist in the bank’s effort in combating it by adhering to the key principles in relation to: identifying your customer, knowing your customer, reporting suspicions, safeguarding records and not disclosing suspicions to customers’. To ensure staff is trained in combating money laundering.
Qualifications & Skills – B.Sc University degree(2:2 Minimum) – A minimum of ten years relevant banking experience. – A thorough knowledge in developing and implementing HR Policies and Procedures. – Working knowledge of the Bank’s IT systems and computer literacy. – Knowledge of computer software and CBT techniques.
- Training methodology and practice. – Good knowledge of the bank’s direction and strategies. – Very good interpersonal skills. – Qualities of a change agent. – People Management skills.
- In compliance with the National Youth Service Corps (NYSC) Act of 2004, all applicants should ensure that they have completed the mandatory NYSC programme. www.nigeriabestjobs.com A discharge certificate will be required as evidence of completion of the programme. Where an exemption has been granted, a certificate of exemption will also be required. Diversity & Inclusion Standard Chartered is committed to diversity and inclusion. We believe that a work environment which embraces diversity will enable us to get the best out of the broadest spectrum of people to sustain strong business performance and competitive advantage. By building an inclusive culture, each employee can develop a sense of belonging, and have the opportunity to maximise their personal potential.
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