Junior Specialist: People function

Role overview

This position focuses on delivering the people agenda for the ALAK business and partnering closely with the executive team. The role supports the Managing Director and People Managers with practical HR solutions across recruitment, performance, learning, employee relations, HR operations, governance, and employee engagement.

The incumbent will also help manage key administrative employee processes such as exits, transfers, payroll adjustments, amendments, and relocations.

The organisation has a long history and positions itself as an African banking group with both regional and international experience, offering opportunities to contribute to its growth and future direction.

Talent acquisition

• Review workforce needs and help assess staffing requirements for the business.
• Support the creation of role profiles for job evaluation when needed.
• Move recruitment requests forward by securing approvals and preparing the business case.
• Assist with shortlisting for internal and external vacancies in line with management agreement and HR governance rules.
• Coordinate the full recruitment process with People Managers.
• Prepare employment offers and generate contracts for selected candidates.
• Support the onboarding of new employees.

Talent management, succession, and learning

• Compile and maintain people plans for the function and help implement interventions where required.
• Keep the succession planning database updated.
• Drive the talent review cycle.
• Collect talent nominations from line managers for inclusion in the country talent pool.
• Ensure talent actions and role transitions are completed on time.
• Support learning and development programmes and related initiatives.
• Work with managers to confirm learning activities are approved and completed.

Performance management

• Own the performance management process from start to finish.
• Coordinate quarterly performance reviews, consistency checks, and year-end assessments.
• Run staff awareness sessions on reward processes and guiding principles, including performance development campaigns.
• Support corrective action for consistently weak performance.
• Prepare performance reports and provide trend analysis and insights.

HR advisory and operations

• Support onboarding activities for new joiners.
• Act as the first point of contact for functional managers needing HR support to achieve business goals.
• Respond to employee questions and issues related to HR.
• Interpret local HR policies and advise employees and managers on staff matters.
• Share updates whenever HR policies change.
• Handle payroll-related administration.
• Prepare HR reports and analytics across headcount, leave, talent, performance, and other ad hoc requests.

People systems

• Run end-to-end recruitment processes in Workday, ensuring timely and high-quality hiring aligned to business needs.
• Advise managers on Workday processes, HR data, and people practices.
• Coach and train managers on talent and team management activities in Workday.
• Provide responsive support to colleagues through Workday and ServiceNow.
• Support onboarding and employee lifecycle processes within Workday.
• Maintain accurate and complete HR data in Workday.

People engagement and culture

• Keep communication flowing effectively across teams.
• Review and action employee relations matters together with the Employee Relations manager where needed.
• Plan, communicate, and coordinate the rollout of the Colleague Experience Survey.
• Work with managers to build action plans from survey results.
• Track CEI action plans and provide regular updates to leadership.

Control and governance

• Make sure all required HR controls are followed for activities such as recruitment, performance development, talent management, employee engagement, and transfers.
• Uphold HR standards and best practices within the business unit.

Education

A bachelor’s degree or advanced diploma in Industrial and Organisational Psychology is required. A master’s degree in Industrial and Organisational Psychology is also listed.

Additional information

The role requires close collaboration with People Managers and the MD. It covers both strategic HR partnering and hands-on operational delivery, with a strong emphasis on governance, systems, analytics, and employee experience.