Job Responsibilities:
1. Talent Management & Succession Governance
• Build and institutionalize formal succession planning across critical roles
• Identify and manage high-potential talent pool (HiPo framework)
• Establish talent review governance (with ExCo participation)
• Ensure pipeline readiness for key leadership positions
• Monitor internal mobility and talent utilization
2. Learning Strategy & Capability Build
- Design and implement enterprise learning strategy aligned to business priorities
- Build structured academies:
- Sales & Distribution (Retail / SME / Wealth)
- Risk & Credit Capability
- Leadership & Management
- Shift learning from “programmed” to capability outcomes
- Embed learning into day-to-day business execution
3. Workforce Capability Planning
• Identify critical capability gaps across the organization
• Link workforce capability with business strategy (growth, transformation areas)
• Define capability build roadmap (12–24 months)
• Support organization design through capability insights
4. Learning Effectiveness & ROI Discipline
- Measure impact of learning on:
- Productivity
- Sales performance
- Risk quality
- Eliminate low-impact training programmed
- Institutionalize ROI measurement framework for all major interventions
- Align learning investments with measurable business outcomes
5. Leadership Development & Culture Integration
- Build structured leadership development pathways for:
- First-time managers
- Mid-level leaders
- Senior executives
- Support onboarding and cultural integration of senior hires (including expats)
- Reinforce leadership behaviors aligned with bank strategy
- Drive culture initiatives linked to performance and accountability
What This Role Does NOT Own:
• Training administration and logistics
• HR operations or transaction processing
• Employee relations and case management
• Performance rating ownership (separate function)
Job Requirements:
- 12–18 years’ experience in Talent Management, Learning, or Leadership Development
- Proven experience building structured talent and succession frameworks
- Experience designing large-scale learning or capability initiatives
- Strong understanding of:
- Workforce capability development
- Leadership pipeline building
- Business performance linkage
- Ability to engage and influence senior stakeholders (ExCo level)
- Experience in banking or financial services preferred
- Strong execution discipline with ability to scale systems across the organization
For more information, please contact to:
Email: oums@talentnetgroup.com
Tel: 078 598 098
