Manager, International Banking Centre (IBC)

Manager, International Banking Centre (IBC)

Lieu

Kinshasa

Description

Le poste

Standard Bank Job Description Template

 

Identifiers


Job title*

Manager, International Banking Centre (IBC)- Payments, Trade and Treasury Back Office Processing Manager

Object Code

<>

Industry job title:

Not applicable

Industry job code:

 

Alternative job titles:

Manager, IBC

Links to structures


Job function*

Business Support

Job family*

CIB Operations Fulfilment

Job reports to*

Head of Operations

Career type*

Line/Managerial

Contribution


Level of Work*

3 – Managerial

Job purpose description*

To manage the International Business Centre (IBC) in all aspects of the business and is accountable for all IBC functions including Global Market Operations, Documentary Trade, Domestic and Cross Border Payments by 1) developing and implementing a comprehensive strategy for the IBC aligned to the business strategy, goals and objectives; 2) represent IBC at all internal and external forums
•Manage and lead an effective team to ensure that client transactions are actioned within agreed turnaround times and 3) managing the execution of customers’ transactional instructions according to the Bank’s procedures to mitigate risk and eliminate fraud

Job criticality

Operationally Critical

Key Responsibilities


Output group 1*
Execute of IBC strategy

Outputs and measures*

  • Researches, develops and implements interventions to continuously improve the IBC function’s processes and procedures, with a view of ensuring efficient and effective functioning and high level of service within the IBC function
  • Signs Service Level Agreement (SLA) with the various –business partners through understanding of their business challenges and service level expectations to ensure that the team continues to meet and exceed the customers’ needs

Output group 2*

Partner with customers and stakeholders to sustain relationships

Outputs and measures *

  • Identifies customer service expectations, applies SLAs and aligns to the Customer Value Proposition in order to deliver an appropriate service
  • Delivers MI to support IBC Performance

Output group 3*

Manage and effectively utilise costs

Outputs and measures

  • Develops and implements tactical initiatives to reduce cost and ensures that budgets for the IBC function are met
  • Ensures that throughput is maximised throughout the IBC function by implementing principles of Lean manufacturing and Six Sigma
  • 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

Output group 4*

  • Sustain operational performance and controls

 

  • Identifies and defines tactical operational performance metrics geared towards meeting IBC objectives by leveraging opportunities
  • Collaborates with other areas to ensure that best practices and a standard approach is followed
  • Provides accurate and timeous MIS as per the matrix agreed with Centre (ROA Operations) to enable informed decision making
  • Ensure that efficient end of day controls and reconciliation process are in place and implemented.
  • Identifies, assesses and mitigates the risks facing both systems and business processes thereby minimising the operational risks
  • Manages delivery in line with relevant audit, policy, guidelines and compliance requirements.
  • Identifies opportunities for digitisation within IBC
  • Liaises with business stakeholders in ensuring that regulatory, group policy standards and minimum operating procedures are observed to minimise the Bank’s exposure to risk.

Output group 5*

  • Manage people and self-development

 

  • Drives 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
  • Identifies appropriate formal and occupational (informal) training needs and courses (internal/external) to develop oneself.
  • Up-Skills oneself regarding new products and procedures through attendance of workshops/presentations and reading of internal and external communications

Output group 6*

Effective resource utilisation

Outputs and measures *

    • Ensures effective, efficient and optimal utilisation of all resources (human and capital) in alignment with the area’s KPI’s and business objectives and being responsive to competitive pressures, changing market conditions, client needs and business strategies

Output group 7*

  • Ensure operational performance

Outputs and measures

  • Identifies and defines tactical operational performance metrics geared towards meeting the team’s objectives
  • Responsible for ensuring that teams develop and deploy management information systems for optimal utilisation of staff and ensure accurate reporting on bu s iness measures and results
    • Collaborates with other areas through continuous interactions to ensure that best practices are implemented and a standard approach is followed
    • Provides accurate and timeous MIS as per the matrix agreed with Head of Operations/Processing to enable informed decision making.

Output group 8*

  • Improve on business controls

Outputs and measures

    • Identifies, assesses and mitigates the risks facing both systems and business processes thereby minimising the operational risks
    • Liaises with business stakeholders in ensuring that regulatory, group policy standards and minimum operating procedures are observed to minimise the Bank’s exposure to risk

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: CIB Operations Fulfilment
Years: 7-10 years
Experience Description: •At least 5 years’ experience in management of complex operations, ideally within the corporate financial service sector. Exposure to Transactional Banking products; Ability to work under pressure; Ability to communicate openly and regularly at all levels

Experience required 2

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Experience required 3:

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Experience preferred 1

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Experience preferred 2

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Behavioural Competencies


Behavioural competency 1*

Competency Label: Directing People
Competency Description: This competency emphasises the “leading” or “giving direction” part of leadership. The effective display of the “Leading People” competency is highly dependent on the effective display of a number of other competencies. Leading people is about taking control of as well as coordinating people and resources. While there are many different views on what leadership is, in this case, the concern is not focused on what leadership is, but is rather focused on the generic behaviour associated with leading people.

Behavioural competency 2*

Competency Label: Empowering Individuals
Competency Description: This competency emphasises the empowerment of others which includes encouraging others, motivating as well as inspiring them.

Behavioural competency 3

Competency Label: Resolving Conflict
Competency Description: This competency is about effectively dealing with disagreements and conflict in the workplace. In order to demonstrate being competent at resolving conflicts in the workplace, individuals are expected to demonstrate that they are able to effectively handle angry individuals and emotionally charged situations.

Behavioural competency 4

Competency Label: Showing Composure
Competency Description: This is about the extent to which individuals can remain calm under pressure and maintain poise before and during important events. As such, the competency addressed in this document is concerned with the extent to which individuals show behaviours that lead to the effective handling of pressurised situations. 

Behavioural competency 5

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 6

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 7

Competency Label: Taking Action
Competency Description: This competency is about taking action in service of achieving the organisation's goals. It is about being energetic, showing initiative and being action oriented. 

Technical Competencies


Technical competency 1*

Competency Label: Written Communication
Competency Description:
Ability to express ideas by means of clear and effective writing, in order to support professional communication internally within the Bank and externally.
Proficiency Level: SEASONED – Applies concepts without requiring supervision, able to provide technical guidance when required

Technical competency 2*

Competency Label: Customer Acceptance and Review
Competency Description: The ability to assess if the client qualifies to receive the services applied for, based on established parameters and criteria.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 3*

Competency Label: Client Knowledge
Competency Description: Knowledge of the bank's clients, their names, requirements, history of relationship and key relationship issues.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 4

Competency Label: Managerial Budgeting
Competency Description: The ability to plan the work unit budget and manage income and expenditure, through responsible implementation of policies, practices and decisions.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 5

Competency Label: Coaching and Mentoring
Competency Description: The knowledge and skills required to direct, instruct, and train an employee/s with the aim to fulfil a goal, in order to develop specific skill/s in an enthusiastic, motivating manner.
Proficiency Level: ADVANCED – Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 6

Competency Label: Operational Planning
Competency Description:The ability to translate the organisation's vision and long term goals into medium and short term deliverables.
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


Business accountability: Impact on end result*

Primary – Has a controlling impact on end results
Description or examples: The Manager IBC is accountable for the delivery of all branch targets and ensuring all controls are adhered to as documented.

Typical direct reports for this job*

Job Title: Team Leader IBC
Number: 1-3

Indirect reports

Job Family: Officer IBC
Number: 1-10

Financial accountability*

Type of Budget: Operational Budget
Size of Budget (ZAR equivalent): Between ZAR 1-10 million
Type of accountability: Directly accountable

Internal relationships*

Business area: Operations
Job: Head Operations
Nature of relationship: Provide and receive a service
Sphere of influence: Limited to their department only
Description or examples Interact with the Head of operations to report on branch performance and monitoring; and the interaction with various Operations teams particularly reconciliations, client services team, Processing & Clearing and Foreign Trade Services

Business area: Transactional Products and Services
Job: Head TPS
Nature of relationship: Provide and receive a service
Sphere of influence: Limited to their department only
Description or examples: Interact to ensure that business level objectives are being met and exceeded and delivery is in line with agreed strategy

External relationships*

Role type of external contact: Customer
Nature of relationship: Provide customer service
Description or examples: Interact with client where necessary

Role type of external contact: CIT company
Nature of relationship: Choose an item.
Description or examples: Manage service levels for cash delivery and collection

Accountability for problem solving*

Degree of guidance received to solve problems:
Generally defined – general principles with guidance from top management
Description or examples: The manager will intervene when a problem is referred and make a decision based on the facts at hand
Degree of original thought required to solve problems:
Adaptive – Requires analysis, interpretation and significant judgment
Description or examples The manager has to adapt to various scenarios where problems may be experienced with the running of the branch or where a customer question or complaint has to be dealt with

Accountability for planning of activities*

Performance or supervision of varied activities

Description or examples: The manager has daily tasks to complete such a verification of certain reports or authorisation of transactions. Certain items on the duty list is routine in nature, but a Branch manager must adapt to the demands of the specific day

Discretion allowed for decision making*

Directed – Broad practices, managerial direction

Description or examples: The manager can only make decisions that are within their sanctioned levels of authority

Work environment*

Working Conditions 1: Regular overtime may be required
Working Conditions 2: Domestic/local travel may be required
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:


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Job Family Approver

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SA Market Survey Match

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Country Survey Match
(to be captured against position)

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Competency profile formally completed?

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L’adresse de soumission : info@standardbank.cd

Date clôture : 09 mai 2019 à 17h00

Contact

Société : Standard Bank

Site Internet :

Email : info@standardbank.cd

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