Manager Change & Enablement

Manager Change & Enablement

Lieu

Kinshasa

Description

Le poste

Standard Bank Job Description Template

 

Identifiers


Job title*

Manager Change & Enablement

Object Code

<<To be assigned in SAP>>

Industry job title:

Not applicable

Industry job code:

 

Alternative job titles:

Click here to enter text.

Links to structures


Job function*

Business Support

Job family*

Operations Business Support

Job reports to*

Head, Operations

Career type*

Line/Managerial

Contribution


Level of Work*

3 – Managerial

Job purpose description*

To enable Operations by developing and implementing an effective and efficient Operations through 1) planning and change management function, 2) providing a project management service to Operations that will facilitate the implementation of systems, processes and  business initiatives and 3) managing and co-ordinating initiatives to enhance service levels

Job criticality

Operationally Critical

Key Responsibilities


Output group 1*

Planning of the Operation department (People Headcount & Org Chart)

Outputs and measures*

  • Planning, preparation, monitoring and management of Operations Budget. People Change Management” Training, Job Descriptions
  • Develops and maintains the organisational charts for Operations to ensure alignment of structures to the business strategy.
  • Monitors the headcount of Operations to ensure the optimal resourcing in line with the approved budget.
  • Planning, preparation, monitoring and management of Operations budget

Outputs group 2*

Reporting on MIS (Production Consultant)

Outputs and measures *

    • Provides accurate and timeous MIS as per the matrix agreed with Centre and other stakholders (ROA Operations) to enable informed decision making. (Data gathering for MIS / Reporting)

Outputs group 3*

Contribute to business continuity – BCM for OPS

Outputs and measures *

    • Assist all Operations units in developing BC plans. Creates awareness, updates staff. Provides support in time of crisis.

Outputs group 4

Manage business finances

Outputs and measures *

    • Business Management & Support to Operations and HOO (Budget, CC and MTD & YTD Tracking and reporting) Benefits management / tracking – Cost Savings initiatives

Outputs group 5

Lead on business projects

Outputs and measures

    • Provides end-to-end project management support to the business initiatives and also to support departments of the bank to ensure a co-ordinated approach to the achievement of business objectives.

Outputs group 6

  • Ensure continuous improvement (productivity management), processes and GRG

Outputs and measures

    • Workflow analysis. Capacity management, & productivity measurement, flexible staffing, reengineering.
    • Ensures effective, efficient and optimal utilisation of all resources (human and capital) to be responsive to competitive pressures, changing market conditions, client needs and business strategies
    • Process & procedure documentation

Outputs group 7

  • Represent Operations as service manager

Outputs and measures

    • In Country representatives, manage the relationship between Country Operations & the Business units and their Customers

Outputs group 8

  • Account and manage people

Outputs and measures

    • Facilitates a performance management and career development culture through mentoring and motivating in regular team and one-on-one meetings to ensure optimal performance and minimise staff turnover rate.
    • Ensures that the correct calibre of staff is recruited by participating in the recruitment process thereby ensuring the Production area has the correct talent to meet the Strategic goals at all times.
    • Ensures that resources are skilled across the different processes to enable cross product and cross function workload balancing.

 

Requirements
Qualifications


Formal minimum qualification 1*

Type of qualification: Honours Degree
Field of study: Business Commerce

Formal minimum qualification 2

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Minimum qualification 3

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Other qualifications, certifications or professional memberships

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Preferred qualification 1

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Preferred qualification 2

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Preferred other qualifications, certifications or professional memberships

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Experience


Experience required 1*

Job Function: Business Support
Job Family: Click here to enter text.
Years: 3-4 Years
Experience Description: 3-4 years’ experience in related areas such banking operations, Understanding of Continuous Improvement and Project Management methodologies. Extensive experience in managing complex operations, ideally within the financial service sector.

Experience required 2

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Years: Choose an item.
Experience Description: Click here to enter text.

Experience required 3:

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Experience Description: Click here to enter text.

Experience preferred 1

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Experience preferred 2

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Behavioural Competencies


Behavioural competency 1*

Competency Label: Interpreting Data
Competency Description: Copy description from Behavioural Competency Library

Behavioural competency 2*

Competency Label: Team Working
Competency Description:
This competency is about working well in a team.  In order to develop this competency, individuals are encouraged to acknowledge the views and contributions of others, and to involve others in decision-making. 

Behavioural competency 3

Competency Label: Checking Details
Competency Description:
This competency is concerned with the careful checking and confirmation of details in a task. Another behaviour associated with the “Checking Details” competency is being accurate. Being accurate requires individuals to have a strong quality orientation as well as to be thorough and detailed in their approach when completing tasks in order to avoid making mistakes.

Behavioural competency 4

Competency Label: Meeting Timescales
Competency Description:
This competency involves individuals adhering to time scales and meeting deadlines. The focus is therefore on being reliable at completing tasks and being punctual.

Behavioural competency 5

Competency Label: Following Procedures
Competency Description: Copy description from Behavioural Competency Library

Behavioural competency 6

Competency Label: Developing Practical Approaches
Competency Description:
The important behaviours associated with “Following Procedures” in the organisation include adhering to rules, following instructions and being risk averse.

 

Technical Competencies


Technical competency 1*

Competency Label: Business Administration Skills
Competency Description:
The ability to coordinate multiple administrative activities in to enable the efficient operations of a department.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 2

Competency Label: Written Communication
Competency Description:
Ability to express ideas by means of clear and effective writing, in order to support professional communication internally and externally to the Bank.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 3

Competency Label: Business Acumen
Competency Description:
Understand the Banking industry and the impact that the economic and regulatory environment have on the organisation. Application of this knowledge in the assessment of risks and recommend appropriate control and quality frameworks.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 4

Competency Label: Customer Understanding
Competency Description:
The ability to analyse customer needs by engaging with them, analysing their business objectives and their financial position.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Leadership Competencies (for jobs in Levels of Work 3 to 7)


Leadership Competency 1

Competency Label: Customer and Client Focused Innovation
Competency Description
Focusing attention and efforts on understanding customers (or customer segments) and proactively addressing different customer/client needs. Makes organisational changes or innovates when needed to address customer/client needs.
Proficiency Level Description
Focuses the team on the customer/client; Restructures the team to focus attention on the specific customer needs. This may be done with the intent to build closer relationships or increase organisational credibility in such clients or segments.

Leadership Competency 2

Competency Label: Leading Courageously
Competency Description
Believing in one-self, own judgement, skills and experience, and using this self-confidence to challenge others for the benefit of Standard Bank.
Proficiency Level Description: 3 Has confidence to bring conflict into the open to be resolved; Is able to confront others (peers, boss, etc.) or brings disagreement into the open with the purpose of resolving it, landing on a decision, to ensure action. Is open and honest when communicating with others ("straight talk"). Challenges popular values, decisions and opinions to ensure that actions are taken in the Bank's best interest. Takes action in defiance of corporate rules and procedures for the greater good of the business and its stakeholders. Accepts personal risks and/or consequences of failure and persist in the face of opposition or fear.

Leadership Competency 3

Competency Label: Driving Delivery of Results
Competency Description: Proactively identifies business opportunities or barriers to business performance and addresses them. Takes accountability for improving the business. Demonstrates a sense of urgency around the achievement of stretching business goals.
Proficiency Level Description: 3 Makes decisions and takes action to achieve a challenging goal; Sets challenging goals that will have a significant impact on the business or support the organisational strategy. The challenging goal might be related to the speed of execution or implementation. Commits significant resources and/or time to reach a challenging goal, while also taking action to mitigate risk.

Leadership Competency 4

Competency Label: Holding People Accountable
Competency Description
Sets clear performance standards and expectations, and holds others accountable when these are not met. Takes accountability for team delivery against the expectations and contribution to results.
Proficiency Level Description: 4 Makes tough performance decisions; Dismisses a team member when they act against organisational values or they continuously under-perform, not having responded to previous clear expectations, feedback and action.

Leadership Competency 5

Competency Label: Growing Capability
Competency Description: Taking responsibility for identifying, developing and retaining capability for the benefit of the broader business, based on a genuine intent to foster the long term learning or development of others.
Proficiency Level Description: 2 Grows capability by providing balanced developmental feedback; Provides ongoing feedback to individuals with the purpose of reinforcing their positive attributes, and discussing areas of development. Gives positive feedback and praise explicitly stating what the individual has done well and how this assists the team/the organisation. Tolerates well-intended mistakes and treats them as learning opportunities for that person and for the team.

Additional Job Dimensions


Personal competences
    • Well-developed people management skills
    • Excellent interpersonal and communication skills (across the business)
    • Strong customer focus and service orientation
    • Creative, analytical with good problem solving skills
    • Conflict management skills and ability to manage ambiguity
    • Self-driven, values based, innovative, independent adaptive and results orientated person
    • High emotional intelligence
    • Strong business acumen and ability to translate strategy into business plans

Typical direct reports for this job*

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Indirect reports

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Financial accountability*

Type of Budget: No Budget Managed
Size of Budget (ZAR equivalent): Click here to enter text.
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Internal relationships*

Business area: Operations
Job: Business leaders, line teams and teams across the department
Nature of relationship: Receive a service from them
Sphere of influence: Limited to their department only
Description or examples: Interact where second level query resolution is required

External relationships*

Role type of external contact Customers, Industry Groups and Centre Teams
Nature of relationship: Manage the relationship
Description or examples: Click here to enter text.

Accountability for problem solving*

Degree of guidance received to solve problems:
Routine – Standard instructions and close supervision
Description or examples: Degree of original thought required to solve problems:

Variable – Differing situations within boundaries of experience

Description or examples:

Accountability for planning of activities*

Specific tasks are performed

Description or examples:

Discretion allowed for decision making*

Controlled – Existing work instructions and established routine

Description or examples:

Work environment*

Working Conditions 1: Regular overtime may be required
Working Conditions 2: Choose an item.
Physical Requirements 1: No specific physical requirements      
Physical Requirements 2: Choose an item.

Regulatory Requirements:


Regulated Role:*

No

Regulations that apply:

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For Job Architecture Use only:


Date Published

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Job Evaluation Outcome

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Job Requester

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Job Approver

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Job Family Approver

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SA Market Survey Match

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Market Survey Reference Number: Click here to enter text.

Country Survey Match
(to be captured against position)

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Job evaluated by

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Competency profile formally completed?

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Les candidats intéressés doivent envoyer leur candidature comprenant un CV à jour ainsi qu’une lettre de motivation à l’adresse  info@standardbank.cd   en mentionnant l’intitulé du poste dans l’objet de leur e-mail. 

La date butoir est le  mercredi 22 Mai 2019   à 17h00’ .

Contact

Société : Standard Bank

Site Internet :

Email : info@standardbank.cd

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