Under the overall supervision of the Chief - Total Rewards and Performance Management Officer, the incumbent will undertake the following: 1. Design, implement and monitor Performance Management to enable employees and teams understanding of the goals of the Bank and to identify how individual and team outputs contribute to the achievement of the Banks objectives; specifically through managing the performance cycle to ensure cross-Complex alignment and intra-Complex cascading of business goals and Key Performance Indicators across the Bank. 2. Work in liaison with key stakeholders e.g. budget, strategy and Human Resources Business Partners to establish and support the link between strategic business objectives and peoples day-to-day actions and tasks by implementing a process for tracking progression from goal setting, mid-year reviews and end of year evaluations to support individual, team and organizational performance. 3. Ensure targeted communication and capacity building programs in the performance management process to enable managers to effectively evaluate and measure individual and team performance and to optimize performance and productivity. 4. Manage and coordinate organization-wide efforts to ensure that performance management and performance improvement programs are developed and managed using a data-driven approach that sets priorities for improvements in line with on-going strategic imperatives. 5. Develop and communicate the strategic vision, scope, priorities, processes, systems and tools of the performance management unit. 6. Provide leadership and coordination for Performance Management and improvement initiatives, ensuring their alignment to improving the Banks operational and program efficiencies and effectiveness; and ultimately evaluating the impact that these initiatives have on organizational performance. 7. In liaison with the Total Rewards & Recognition Officers, contribute to the design, implementation and management of effective Recognition Programs to reward staff contributions. 8. In liaison with the Learning & Leadership Development and Talent Management and Mobility Officers, contribute to the design, implementation and management of effective leadership and employee development and talent management initiatives to address performance gaps related to capacity/knowledge gaps among staff and overall talent sourcing, management and mobility programs. 9. Design, implement and manage organization-wide performance training/capacity building for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Bank. 10. Work with Human Resources Information System and Corporate Information Technology Services to ensure the development, enhancement or acquisition of the Information Technology tools needed to support the performance management activities 11. Collaborate and advise on the design of Human Resources Information System infrastructure required to support a Bank-wide performance system; ensuring that needed data is collected on a timely basis, regular reports on progress are distributed and recommendations are made for future improvements, based on the data. 12. Drive bank-wide processes for sharing best practice, tools/materials and on-going communication activities for performance improvement. In line with this, establish and disseminate guidelines and manuals which will serve as reference documents on staff performance management for appraises as well as appraisers. 13. In liaison with the Human Resources Business Partners, support the development and implementation of monitoring systems for Complex or departmental performance indicators and standards, including ensuring data quality and compliance with internal and external performance measurement requirements. 14. Coordinate with the Human Resources Business Partners for the implementation by the Human Resources Management department and managers of consequences related to performance evaluation results, e.g. performance pay, Performance Improvement Plans, responses to requests for revision of the evaluation, reward and recognition activities, learning and development activities, etc. 15. Oversee the implementation of key performance measures, core competencies and core values into performance appraisal system. 16. Lead, manage and monitor the design, implementation and effective use of 360-degree feedback process; including the dissemination of individual reports and coordination of development discussions between managers and their staff. 17. Design capacity development interventions and coordinate the implementation of learning programs and coaching activities to address areas of development (in liaison with Leadership and Development Officer); in order to enhance the people management/performance management practice across the Bank 18. Facilitate the approval by Senior Management of the corporate guidelines and standards for performance management to be communicated from time to time to staff members and managers. 19. Keep the Senior Management of the Bank informed on critical issues concerning the implementation of the performance management process; make recommendations to Senior Management on key decisions points regarding this process; and seek for guidance from Senior Management on critical issues. 20. Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as may be approved from time to time. Selection Criteria Including desirable skills, knowledge and experience 1. Hold at least a Masters degree or its equivalent, in Human Resources Management, Organisational Development, Social Sciences, Business Administration, Public Sector Management or related discipline. 2. Additional professional qualification/certification in Human Resources Management, or in performance management is advantageous. 3. Have a minimum of five (5) years of relevant experience in Human Resources, especially in Staff Performance management processes and tools, or other related Human Resources field. 4. Having private sector experience will be an added advantage 5. Experience in leading performance improvement programs. 6. Familiarity with HRIS tools that support Performance Management processes/activities; Management of 360-degree feedback processes in a multi-cultural, complex business environment. 7. Communication. 8. Problem solving. 9. Client orientation. 10. Team working and relations. 11. Innovation and creativity. 12. Knowledge and understanding of people management theories/ principles and ability to coach others around best practices. 13. Ability to plan, organise, coordinate, multitask and prioritise under pressure with minimal supervision. 14. Client and results oriented individual holding a can-do attitude . 15. Marked ability to influence policy development and relate work to wider operational needs of the business. 16. Ability to communicate effectively (written and oral) in French or English, preferably with a good working knowledge of the other language. 17. Competence in the use of standard Microsoft Office Suite applications; preferably experience of SAP HR and reporting tools (Business Intelligence).
