Job Description

Bring your possibility to life! Define your career with us

With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.

Job Summary Manage the people-side of change on a low to medium complex project, by identifying and addressing the human risks involved in implementing the change, enabling impacted stakeholders to ensure adoption, embedment and proficient utilization of the change/s. To provide advice and support in practice formulation and associated best practice improvement tactics; enabling the provision of specialist people change management expertise.



Establish people change context: Advocate & create awareness of the Accountable Executive (AE) enablement online Programme to ensure visible and active sponsorship. Contribute to the design of Case for Change (C4C). Gather stakeholder information to ensure stakeholder ecosystem mapped and identified. Determine anticipated people change impacts to ensure people change risks are addressed.
Develop people change plans: Develop people change plans to ensure change adoption and embedment. Ensure people change plans and approach align with project plan and approach
Develop Accountable Executive (AE) Enablement Plan to ensure visible and active sponsorship
Provide the People Change Management (PCM) Dashboard & Tracking approach to contribute to project delivery progress reporting. Implement change management plans. Implement people change plans to ensure change adoption and embedment. Support AE by providing guidelines to ensure visible and active sponsorship. Track and report on PCM Plan progress to ensure alignment with the project plan. Implement change reinforcement & embedment close-out actions. Perform a people change compliance audit to highlight PCM gaps in order to mitigate embedment risks
Perform impacted stakeholder satisfaction assessments to determine future PCM improvements.
Perform a lessons learned retrospective for PCM organisational learning.

Provide corrective guidance on people change impacts where needed and approve the final recommendations that the project manager will present to the business units. Hold weekly meetings with either the portfolio or project manager to discuss and review progress made, risks and issues identified and where needed, provide guidance and resolution on any relevant matters. Attend project governance meetings, for example, Steering Committees (SteerCo's), Change Councils, etc to maintain oversight of and review the project with all the relevant stakeholders. Provide feedback monthly for Executive Committee (EXCO) by updating the monthly EXCO report. Attend other Meetings to provide feedback as and when requested to do so by the Head of Change. Provide feedback to any other stakeholders, for example, another General Managing, Project Sponsor etc as and when requested to do so by the stakeholder. To provide a holistic overview of all people change projects by collating weekly and monthly progress and performance reports based on submissions from project managers. Develop executive summaries-based o the key risks, issues, and milestones for review by the Head of Change and all other key role players for each report pack. Prioritise the people change portfolio by reviewing all new business cases against strategic priorities and negotiating with Head of the business area to finalise the priority lists. Mobilise executives within the business to support key programmes by communicating project intent and obtaining buy-in and resource allocation for delivery of key components. Drive new thinking within the business by proactively identifying, incubating, and packaging relevant concepts/solutions that can be applied to the BUs in such a way that they improve efficiencies, productivity, and competitiveness, whilst reducing costs. Engage with the BU Heads on a regular basis, to understand the business drivers and areas in the business that compromise the business to deliver services efficiently and effectively and that are extremely expensive to operate or fulfil on. Creatively explore ideas that can help solve business problems identified above, by facilitating think tank session with staff to encourage the development of ideas that will lead to resolution. Provide specialised advice and direction to ensure that the team move these ideas from concept to action and that they prototype the ideas and test the effectiveness, feasibility, and adoptability of the solution. Support Change initiatives in which new concepts are being investigated or proposed and provide input, guidance, and direction to these discussions. Contribute to the development of business unit strategy for the next 1-2 years by providing a view on potential improvements for product or services and an assessment of the existing situation and anticipated changes in the external environment.

People Management: Work with managers in the team to achieve excellent business results through continuous people development and mentoring activities Ensure the development of a high-performing team through embedding formal Performance Development and informal coaching for the management team on how to conduct meaningful Performance Development discussions with their direct reports and ensure that they conduct the process effectively Determine and analyse training and development needs for managers and ensure they do the same for their teams. Ensure that identified training is budgeted for and executed Establish and maintain succession plan for the management team in the area using the formal Talent Management process for identified talent and an informal process for remaining roles With the support from the HR Business Partner, interview and recruit direct reports and provide support to them during the recruitment of their teams on request Ensure that managers create effective workforce plans and recruitment demand plans for their areas Review requests from managers in the team for headcount changes. Recommend, approve or decline of the request to the COO. Approve leave requests for direct reports and ensure that they manage the leave planning for their teams effectively Act as second level escalation point for all grievances raised in the business unit Ensure that all poor performance is addressed through the Back on Track programme and that continued poor performance is adequately dealt with. Review APA reports to determine effectiveness of interventions Motivate employees in the department and ensure that their efforts are recognized Develop appropriate Employee Opinion Survey (EOS) action items together with the business areas.

Experience and Qualification: 7-10 years experience in People Change Management role is a must. Qualification: Relevant Degree/Post Graduate/NQF level 8 qualification is required

Education

Bachelor`s Degrees and Advanced Diplomas: Business, Commerce and Management Studies (Required)

Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank.

Absa Bank Limited reserves the right not to make an appointment to the post as advertised

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