Specialist Process Engineer

Empowering Africa’s tomorrow, together…one story at a time.

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

Job Description

Key Responsibilities

Business Operating Model development:

• Through liaison with key stakeholders such as Process Architects, Core Leads, Owners and in collaboration with the Process Management Team assess areas where non-optimal performance exist in order to propose business model analysis and improvements.
• Support project and business re-organisation initiatives to assess, validate and/or improve business operating models.
• Ensure that there is common understanding between participants in the business operating model development through abstract and visual representation (model) of how the organization/entity delivers value to its customers or beneficiaries as well as how the environment actually runs itself.
• Illustrates the alignment (or lack thereof) between strategic goals and key business decisions regarding products and services; partners and suppliers; organisation; capabilities; and key business and IT initiatives.
• Derive the strategic and operational capability gap based upon the FC Strategic Vison and the current capability as well as the options to bridge the gap.
• Facilitate the development of business operating models that is transitioned and owned by a Business Owner, whereafter implementation is supported.
• Apply suitable best practices to enhance model development and understanding.

Business Analysis:

• Analyse and evaluate the current business processes and identify areas of improvement.
• Continuously ensure effective stakeholder engagements.
• Elicit and document business requirements through active collaboration practices by articulating the As Is, the To Be and the gap that needs to be addressed or apply clean slate solution definition based upon initial assessment.
• Ensure that cleat value is defined as a result of the implemented change.
• Manage the full life cycle of the requirement to implementation.

People Change Management:

• Perform organisational and people analysis and assessments to understand the impact of the change, the change history, change readiness, potential people-side risks, and anticipated points of resistance.
• Develop the project/business change Sponsorship Model, compile the People Change Management Strategy and acquire approval for the People Change Management Strategy.
• Create and manage measurement systems to track adoption, utilisation and proficiency of changes at an internal and external level.
• Perform people change management interventions using the ADKAR or relevant suitable people change management framework.
• Work with the Communication, Training, Human Resources (HR) and Organisational Design (OD) specialists in the formulation of particular plans and activities to support project implementation.
• Train, coach, develop and mentor leadership, business stakeholders and project team members on the application of change management practices.
• Share and apply learning’s to all projects and business change initiatives.

Service/Operating Level Agreements:

• Ensure that adequate service level agreements (SLAs) and/or Operation Level Agreements (OLAs) exist for the various areas based upon process analysis regarding external dependencies ito recipient and receiver perspectives.
• Maintain the SLA catalogue, SLA/OLA maintenance and practical applications.

Process Ownership:

• Ensure alignment of process with organisational strategy; take accountability for relevant processes within area of responsibility and ensure delivery and maintenance of standardised processes and controls.
• Owner of the end-to-end business process including defining the goals, objectives and KPI's, and performance management thereof.
• Plan, implement and develop operating procedures for relevant area and updating user and working guides.
• Constantly review and improve processes (automation included) to drive and implement a sustainable and effective process in support of quality and accuracy.
• Drive sustainable cost and processing efficiencies through continuous innovation, industry benchmarking and alignment to best practices.
• Act as escalation and decision point for operational decisions related to specific process.
• Management of relevant executors of processes within ambit of control including co-ordination and management of capability and performance.
• Change Management including facilitating change in process within scope of deliverables.
• Identify process-specific risks and work with Process Architect to mitigate risks.

Role/Person Specification

Knowledge and Skills:

• Solid understanding/view of the business (Finance & Financial Control perspective) and Finance strategy, processes, and capabilities, enabling technologies, and governance. (Level:  Solid)
• Knowledge of business architecture and process engineering (Level:  Solid)
• The ability to recognise structural issues within the organization, functional interdependencies and cross-silo redundancies.
• The ability to apply architectural and people change management principles, methods, and tools to business challenges.

Education and Experience:

• B degree in Commerce or equivalent Diploma (NQF level no. 7).
• Preferred - Six Sigma / Lean certificates.
• 5 – 8 years’ solid experience within the field of Architecture, Business Analysis & Process Engineering.
• 1 - 3 years’ experience working closely with BU Head to devise, formulate and execute on people management strategy for area.
• 4 - 5 years’ experience in managing a team (8 - 15 direct and indirect across spectrum of processes/functions).
• Demonstrate experience of owning the resolve of people related issues (development, performance, management, recruitment, training, etc).

Competencies:

• Group Facilitation skills.
• Effective documentation of findings and solution options
• Analyzing
• Relating and networking
• Persuading and influencing

Education

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