HR SpecialistFINCA Microfinance Bank

• The HR Specialist – Training and Staff Development (TL- TSD) is responsible for, together with the Human Resources Manager (HRM) and inbyhe strategic and operating plan of the subsidiary, ensuring that FINCA Nigeria effectively develops its employees to serve the needs of the organization through professional training and individual development opportunities.
  
• S/he develops an annual training plan for the subsidiary, and manages training processes and activities at all stages, ensuring constant assessments and analysis of current training needs in line with organizational strategic goals, guaranteeing a sound design and development of training programs, professionally delivering and implementing training programs, evaluating at different levels training programs and providing direct training as necessary.
• The TL-TSD is responsible for the facilitation of all FINCA Development Academy (FDA) activities at the subsidiary level (including the implementation of the credit career path training as applicable), with technical support from Global HR

Major Activities

Management Of Training Function At Subsidiary Level (35%)
Management and Backstopping of Training Personnel:

• Directly manage any full-time, part-time, voluntary, and other types of staff working under direct supervision (if any). Conduct regular and on-time performance planning, coaching, and evaluations for these staff members by FINCA standards.

Analysis of Training Needs:

• Introduce tools that support the regular implementation of assessment and analysis to identify business goals and detect performance gaps among staff, including active reviewing of job performance appraisals, notes from recruitment and selection processes, test scores, and other sources as appropriate. Active reviewing of individual job performance appraisals and notes from recruitment and selection processes shall only take place with prior written permission from the Human Resources Manager.
• Work closely with the HR Manager and Management Board to prepare budgets and operating plans related to all training and staff development activities on at least an annual basis.
• Work in partnership with other departments to identify performance gaps and specific training needs to support the future job performance of staff, adjusting training curricula, instructional materials, learning objectives, and other aspects of training accordingly, in collaboration with the subsidiary’s HR Manager and Management Board and with Global HR Training Team

Design and Development of Training Programs:

• Supervise or directly conduct the elaboration and creation of training programs, instructional materials, and training events, thus ensuring the quality and relevance of training content and the most appropriate presentation of training content to the target group.

Implementation of Training Programs:

• Provide technical backstopping to staff involved in the provision of training, including internal and external trainers (both full-time and part-time), line managers, and subject matter experts.
• Provide “Training of Trainers” and “Coaching Skills Training” to all staff members constantly or regularly involved in the delivery of training, and any other training to enhance the training skills and capacity of the above-mentioned internal trainers and subject matter experts.
• Manage and organize the on-time provision of training for operations, back office, head office departments, and others as appropriate, including planning, assignment of trainers, training content design and development of instructional materials, logistics related to training delivery, training evaluation, and on-the-job follow up after classroom training.
• Deliver regular classroom training and one-off training seminars, together with subject matter experts, as assigned.
• Maintain an up-date roster of internal trainers and subject matter experts and make sure internal trainers and subject matter specialists are regularly provided with ToT or Coaching Skills training and ready for training.
• Monitor the quality of internal and external training, through participation in sessions, post-training interviews with participants, review of evaluation forms filled out by participants, and other methods. Utilize the monitoring information for improving the quality of training within FINCA.
• Implement FINCA International (according to SPM) training standards and any other subsidiary-level training standards as established by the subsidiary Management Board.
• Ensure that New Employee Orientation (NEO) training follows global standards and is conducted for each new employee.
• Make sure all embedded technical training including credit technology, back office, and support departments training is provided to the highest quality and according to the FINCA’s training standards.
• Maintain an updated inventory of existing external training providers in the country, conducting research on their training offerings, including participating in sample training, as appropriate.

Evaluation of Training:

• Introduce tools and consistently collect feedback on training effectiveness from the perspective of all the stakeholders, including trainees, trainers, line managers, and senior managers. Utilize the feedback for improvement of training.
• Partner with line managers and direct supervisors for supporting employees after training to assist them in the application of new skills acquired during off-the-job training.
• Assist training participants in the preparation of individual development plans and assist in the preparation and arrangement of coaches.

Staff Development (20%)
Job Performance Management:

• Proactively assist HR Manager and the subsidiary’s Management Board in leading, guiding, and training line managers to implement performance management processes. ii. With prior written permission from the Human Resources Manager regularly collect data on performance results particularly collecting information on gap analysis and training needs for future performance as well as verifying new skills application and their impact on performance.

Individual and Staff Development Activities:

• In collaboration with the HR Manager, ensure that the subsidiary performance management process effectively documents and follows up on individual development plans for each employee. ii. Provide training and one-to-one consultation on individual development for employees, as assigned by the HRM.
• Organize the organizational learning initiatives such as team building, experience exchange, debates, workshops, and other action-based learning activities, as agreed with the subsidiary’s HR Manager and Management Board, based on the results of the climate survey and other institutional diagnostic tools.
• Provide close oversight and technical backstopping to all loan officer trainee programs and other existing and future career path and employee training and development programs.

Finca Development Academy (FDA) (20%)

• Cooperate with the Global HR Team training and development-related activities. Follow recommendations as approved by FINCA International’s Senior Management, regarding the implementation of FINCA training standards.
• Provide administrative and organizational support for FDA training and FDA-related activities such as enrolment, publications, module development, planning, preparation, and implementation of pre-post testing and/or professional certification processes, as well as the implementation of training.
• Act as a trainer at FDA training according to the agreed schedule
• As a member of the team of training managers within the FINCA Region, and global initiatives, share resources and specific individual talent in developing and running FDA.
• Actively participate in and contribute to regular regional in-person or Skype meetings with the training managers of other subsidiaries, as led by the Regional Training Manager.
• Proactively make suggestions for improvement of FINCA training standards and FDA activities.
• Travel to other countries of the FINCA Region to conduct training and/or complete training-related assignments as requested by the supervisor the Regional Training Manager, in collaboration with the subsidiary Management Board.

Strategic Partnership With Other Hr Functions (5%)
In coordination with the HR Manager the TL-TSD:

• Actively integrates Training and Staff Development activities with other HR functions, particularly recruitment and selection, performance management, legal aspects of training, etc.
• Introduces and implements tools to collect training-related information at the stage of recruitment and selection. iii. Introduces and implements tools to collect training-related information at the stage of performance management.
• Proactively provides all necessary information from the training department to improve employee selection and performance management activities conducted by line management and the HR department.
• Actively participates in the creation of selection tests, pre-post training tests, probation period observation guidelines, and any other tests for defining employee competency and qualifications.
• Proactively works with HR Manager and HR Department representatives to define training priorities.
• Provides any training-related information and regular reporting to HR Manager or HR Department representatives as requested/needed.

Reporting/Other (5%)

• Introduce tools for collecting and processing training-related information.
• Prepare regular reports for the subsidiary’s Management Board, HR Manager, and the HR Global Team on training and development activities based on the agreed format and schedule.
• Prepare need-based reports and information for the subsidiary’s Management Board, HR Manager, and HR Global Team upon request.
• Implement other training activities not mentioned in this job description.
• If necessary, assist other departments in the FINCA subsidiary as directed by the direct line and/or the subsidiary’s Management Board.
• Manage and control the annual training budget as assigned by the subsidiary’s Management Board. vii. Manage all physical training facilities of the subsidiary such as training rooms and training equipment.

Recruitment Function (5%)

• Identification of personnel gaps and receipt of staff requisition from departmental Heads
• Carry out a job analysis on job roles to understand duties, responsibilities, and salary scale.
• Create or modify job descriptions as current situations may warrant such.
• Advertise jobs on the Banks website and other channels as may be in use.
• Organize all levels of interviews with prospective hires and interview panel.
• Scheduling of successful candidates for resumption, medicals, and background checks.

Personnel Specifications
Knowledge And Education:

• Academic Degree in Human Resources and/or Adult Education/Vocational Training or equivalent work experience.
• Training of Trainers participant certification desirable.
• Instructional design knowledge is highly desirable.

Exposure:

• 3 - 4 years of work experience including (but not limited to) adult education, vocational training (classroom and on-the-job training), and HR management.
• Experience in training needs analysis/assessment, design/development of training programs, delivery of training courses, evaluation of training programs, recruitment, employee engagement, and performance management.
• Industry (microfinance and financial services/banking) work experience desirable; iv. Management experience is desirable.

Job Skills:

• Fluent in the local language. English language skills are desirable.
• Strong networking skills, and excellent interpersonal and communication skills.
• Task orientation with the ability to manage multiple projects with a high level of urgency without losing composure and compromising productivity.
• Ability to build and maintain excellent working relationships with staff at all organizational levels.
• Ability to produce results within a dynamic environment, demonstrate flexibility, and respond quickly to changes.
• Understand and accurately apply numeric skills needed to generate and monitor budgets etc.
• Excellent organizational and analytical skills.
• Excellent writing and document (Word, PowerPoint) formatting skills.
• Ability to travel and work flexible hours (minimum domestic travel of 40% can be expected).
• Willingness to work in any FINCA location assigned.

Location Criteria:

• Successful Candidates (Non-Residents) MUST be willing to relocate to Owerri, Imo State, Nigeria.