Head Learning and Development Job Placement – Stanbic Bank

Job Title:   Head Learning and Development

Organisation: Stanbic Bank

Duty Station: Kampala, Uganda

About US:

Stanbic Bank Uganda Limited is a subsidiary of Stanbic
Africa Holdings Limited which is in turn owned by Standard Bank Group Limited
(“the Group”), Africa’s leading banking and financial services group. The
Standard Bank Group is the leading banking group focused on emerging markets.
It is the largest African banking group ranked by assets and earnings. Stanbic
Bank Uganda Limited is the largest bank in Uganda by assets and market
capitalization. It offers a full range of banking services through two business
units; Personal and Business Banking (PBB), and Corporate and Investment
Banking (CIB).

Job Summary:  The Head Learning and Development will sevelop
and drive a fit-for-purpose Country Learning strategy aligned to the Group,
Business Line/Corporate Functions and Africa Regions strategies that supports
and promotes the evolving and future skills requirements of the Country.
Collaborate with Head Learning Africa Regions to co-create the Africa Regions
Learning strategy. Own and drive the strategic execution of the integrated
Group and Country Learning strategies throughout the country in a commercially
viable agile manner, leveraging off Group learning experiences to create

Key Duties and Responsibilities:  

Strategic Contribution:

Collaborate with Head: Learning Africa Regions
to co-create the Africa Regions learning strategy as aligned to the wider
Group, Corporate Function / Business Line and Country strategies in order to
fulfil the Africa macro-skills requirement.

Define Country-specific learning requirements to
inform the Africa Learning strategy in a manner which supports and promotes the
development of evolving and future skills required by the organisation.

Establish, drive and facilitate a collaborative
and integrated learning capability that supports the Group wide Learning
vision, with a specific focus on a culture of delivery and use of fit for
purpose learning experiences in Country.

Partner closely with business to define the
learning budget that affords Country the opportunity to deliver on the learning
strategy, in collaboration with the Country Head of Human Capital.

Define Country Learning Needs

Identify the Country-specific outcomes that need
to be achieved through Learning’s involvement.

Identify Group Learning experiences that will
supplement the business specific learning initiatives.

Share defined learning needs, requirements, and
capabilities in Country with the Head: Learning Africa Regions in order to
inform and prioritise learning experiences for delivery in Country.

Collaborate with Line Management on the
prioritisation on learning experiences for deployment in Country as required.

Ensure that the identified Country-specific
learning requirements and priorities are adequately reflected in the learning
experiences developed for core and common skills.

Communicate which learning interventions and
experiences are being delivered in Country with the Head: Learning Africa
Regions for the purpose of leveraging experiences across Countries.

Learning Content Curation

Map Country learning standards to the Group
Learning toolbox according to business relevance, impact and competence

Execute on the Country learning strategy
utilising a holistic, fit for purpose approach, leveraging both existing and
new learning technologies, resources and tools, in line with Group Learning

Implement Group/Business Line/Corporate
Functions learning journeys and experiences provided in the Group Learning
toolbox, with relevant local or regulatory customisation

Drive the curation and/or sourcing of content
(where applicable) for unique Country specific learning experiences

Drive the enhancement and continuous improvement
of learning standards and experiences of Country in line with Group Learning.
Engage with Head Learning Africa Regions to ensure enhancements are available
across the integrated Standard Bank Group (where appropriate) to minimise
duplication of effort.

Agile Learning Delivery

Partner with key Country stakeholders to drive the
learning culture prescribed.

Identify and assign adequate and correctly
skilled learning resources to the development/curation/delivery of learning

Understand the digital landscape of learning
i.e. learning tools available, learner characteristics and methods of impacting
learner segments and experiences, integrating learning with the way of work

Maximise the use of the digital learning content
and platforms to capitalise on available learning that meets the minimum
standards for learning.

Gain a deep understanding and knowledge of the
learner (“know your learner”), and apply creativity to craft learning (where
applicable) to deliver stimulating and long-lasting learning experiences to
meet learning needs.

Drive a ‘quick to market’ delivery strategy to
ensure relevant and continuous future fit learning content to enable a
progressive workforce

Actively manage learning risks across the
learning landscape, and when required, respond to key demands aligned to the
Human Capital risk framework.

Drive compliance to Human Capital regulatory

Learning Intervention Evaluation

Analyse and guide the desired learning
experiences to achieve improved performance aligned to the Africa and wider
Group strategy.

Oversee business engagement, ensure that
sponsorship arrangements are in place and that the effectiveness of learning
initiatives is measured in line withGroup Learning standards, in collaboration
with the Head Human Capital Country.

Determine the evaluation criteria for country
specific learning in line with standards provided by Group Learning.

Embed future-fit metrics to ensure positive
business impact of learning experiences, value, cost effectiveness, and learner
engagement and satisfaction in Country

People (Management where applicable)

Foster effective teamwork, collaboration between
employees, subordinates, internal and external stakeholders, while ensuring
individuals perform optimally to contribute to team objectives.

Guide, coach and mentor direct reports and
others with informal reporting relationships to foster excellence and teamwork.

Manage the performance of staff in accordance
with the appropriate performance management policies and procedures, including
the setting and reviewing of objectives.

Facilitate positive communication to staff
through appropriate structures and systems. Advise, counsel and support staff
where necessary.

Contribute the budget process annually,
providing accurate forecasted figures.

Manage compliance with agreed budgets, ensuring
that all allocated costs are contained.

Participate in management forums, contributing
expertise to enable sound decision making

Implement controls which minimise potential risk
to stakeholders.

Manage relationships with key stakeholders

Ensure that all relevant Country stakeholders
across the learning value chain are aware of the Group learning standards and

Inform stakeholders on learning developments and
the implications thereof. Embed this knowledge through knowledge-sharing
engagements with relevant stakeholders.

Provide guidance and expertise to stakeholders,
with respect to the strategic, group, and supporting learning organisation

Lead engagement with identified stakeholders and
vendors to expedite learning service delivery, in line with Group Learning

Receive, investigate and monitor escalated
queries and action accordingly. Allocate appropriate resources when trends are
identified in order to maintain sound stakeholder relationships.

Manage associated information

Safeguard reputational risk by managing access
to Learning data, checking that personal privacy is adequately protected in
reports generated and data gathered across the system life cycle.

Assess potential information management risks
across Country in line with regional and country specific legislation and
regulatory requirements

Interrogate the appropriate use of data to
create insights, in order to optimise the solution offering and inform
decision-making processes.

Achieve compliance with relevant information
governance processes, ensuring that insights gathered to inform decisions
maintain individuals’ rights to privacy.

Understand the implications of using
cross-border data. Ensure adherence to data legislation as well as privacy and
data security policies.

Qualifications, Skills and Experience:

The ideal applicant for the Stanbic Bank Head
Learning and Development job must hold an Honors Degree with field of study in
People or Human Development qualification

Master’s Degree in Human and Social Studies

At least eight years of relevant working

Business consulting experience.

Line manager experience

Training and Development experience

7-10 years of experience in Human Capital

Experience working within a learning design,
development, and delivery environment with modern instructional design

How to Apply:

All candidates are strongly encouraged to apply online at
the link below.


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