Transformation, Diversity & Inclusion Specialist at Absa

Job Summary

The Manager: Transformation, Diversity and Inclusion (TDI) will execute and deliver the integrated Transformation, Diversity and Inclusion strategy across the CIB Cluster in conjunction with the TDI pillars and Management. Their mandate is primarily to ensure relevant processes and procedures are in place, and have influence to relevant parts of the business whose output directly and indirectly impacts the CIB BBBEE Scorecard. They will align TDI initiatives to support the needs of business. The Manager: TDI will also nurture and advancing diverse representation and increasing an inclusive culture as well as advising and guiding the Employment Equity committee to help them grow into strategic business advisors for the organization.

Job Description

   Accountability: Drive absa TDI strategy in the CIB cluster

• Partner, influence and develop the TDI Strategy for CIB and Transformation objectives.

• Facilitate open and honest discussions about transformation issues to advance TDI objectives

• Responsible for managing the CIB BBBEE scorecard

Accountability:  Effectively manage Business Interfaces & People & Culture Interfaces

• Build and maintain strong relationships with the business and develop an understanding of business strategy and objectives, identifying the implications for transformation within the Cluster.

• Collaborate with the People Leads and/or Partners and COE Specialists to define comprehensive solutions.

• Provide pro-active advisory support to the CIB Cluster. Act as SME and trusted advisor to BU / CS / ExCo and People & Culture Team.

Accountability: Effectively manage B-BBEE, Employment Equity and Skills Development Compliance

• Responsible for designing and project managing all aspects relating to B-BBEE, Employment Equity (EE) and Skills Development (SD) compliance. This includes ensuring the business is aligned with the relevant Youth Employment Services (YES) initiatives, primarily through CIB Learnerships and Internship

• Improving the B-BBEE scoring achieved, assigning transformation targets to business units, monitoring performance against set targets and managing the annual B-BBEE verification process

• Support recruitment strategic efforts in sourcing and attracting talent from underrepresented groups in line with the company's diversity targets and local employment equity plan.

• Influence and be accountable for alignment between the Employment Equity Plan and the Company's Workplace Skills Plan (including BU Transformation Plans) and annual submission.

• Build and maintain relationships with internal stakeholders e.g. procurement, finance etc. to ensure that their co-operation can be obtained when required on Transformation matters and interventions

• On Pan African measures, ensure alignment with country strategies, specifically where these go hand in hand with our selected UN Sustainable Development Goals (SDGs) that impact this agenda

• Establish a good relationship with the Group’s BBBEE Verification Agency, and ensure relevant recommendations and proposals are attended to that are relevant to the CIB Cluster

• Working with the CIB Exco, represent business and provide inputs into engagement with pro-transformation associations, including BMF, ABSIP, ABASA and other bodies relevant to the financial sector in this regard

Accountability: Execution of Employment Equity statutory duties

• Consultation with employees on Employment Equity Plans

• The conduct of the workforce analysis referred to in section 19 The preparation and implementation of the EE plan referred to in section 20 and A report referred to in section 21 Analysis

• Collect information and conduct an analysis, as prescribed, of its employment policies, practices, procedures and the working environment, in order to identify employment barriers which adversely affect people from designated groups, and profile the workforce within each occupational category and level in order to determine the degree of under representation of people from designated groups in various occupational categories and levels.

• Prepare and implement an EE plan which will achieve reasonable progress towards EE in that employer’s workforce. Determine the numerical goals to achieve the equitable representation of suitably qualified people from designated groups within which this is to be achieved, and the strategies intended to achieve those goals. Monitor and evaluate the implementation of the plan and whether reasonable progress is being made towards implementing EE.

• The internal procedures to resolve any dispute about the interpretation or implementation of the plan.

• Collaborate with and co-ordinate the activities of all persons in the workforce, including senior managers, responsible for all monitoring and implementing the plan.

• Assist in the appointment of employees from designated groups

• The first report will refer to the initial development of and consultation around an EE plan.  The subsequent reports will detail the progress made in implementing the EE plan.

• Compile reports which must be submitted to the Director-General containing the prescribed information.

• Relevant reporting and publication of report (provide relevant input to Absa Group)

• Publish a summary of the report required by section 21 in that employer’s annual financial report

• Preparation of successive EE Plans

• Before the end of the term of its current EE plan, prepare a subsequent EE plan.

• Display in every workplace any Regulation, containing a standard notice, in all official languages, summarizing the provisions of the Act.

• In each of its workplaces, place in prominent places that are accessible to all employees- The most recent report submitted by that employer to the Director-General; Any compliance order, arbitration award or order of the Labour Court Concerning the provisions of this Act in relation to that employer; and Any other document concerning this Act as may be prescribed. Make a copy of the plan available to its employees for copying and consultation.

Accountabilities - Duty to keep records

• Establish and, for the prescribed period, maintain records in respect of its workforce, its EE plan and any other records relevant to its compliance with this Act.

• Partner with the CIB Analytics Enablement team to improve data inputs and reporting of relevant BBBEE elements for the business, ensuring alignment with business owners and partners

• Income differentials

• Submit a statement, on behalf of cluster to Group, as prescribed, to the EE Conditions Commission, on the remuneration and benefits received in each occupational category and level of that employers workforce.

• Take measures to progressively reduce disproportionate income differentials subject to such guidance as may be given by the Minister.

Education and experience required

• B-degree (NQF level no. 6 )

• Five (5) years broad BEE experience

• Experience as a technical auditor for a verification agency or B-BBEE MDP and /or professional certification (advantageous)

• BBBEE scorecard experience

• Diversity, Equity, Inclusion and /or Business Partnering experience

Knowledge and skills: (Maximum of 6)

• Stakeholder management

• Financial management

• Performance management

• Resource management

• Influencing

• Problem solving

• Data & analytics (advantageous)

Competencies: (Maximum of 8 competencies)

• Deciding and initiating action

• Learning and researching

• Entrepreneurial and commercial thinking

• Relating and networking

• Adapting and responding to change

• Persuading and influencing

• Creating and innovating

• Public relations & crisis management (advantageous)

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