Job Purpose:
To prepare the manpower plan, budget and manpower cost, to ensure accuracy and alignment with the HR annual plan and key objectives.
Manpower Control
1.Review the monthly head count movements (internal transfers, external hiring & unpaid returns, over & above) across the area and departmental levels, in order to ensure alignment with the approved budgeted manpower yearend figure.
2.Review the cost variance availability to facilitate the HC consumption process and forecast different scenarios that can be used to cover the cost variance amount.
3.Review the relevant reports (monthly closing, internal transfers manual vs. system transactions, pipeline, monthly movements, etc.) in order to ensure maintaining accurate records.
4.Review any changes in budget segregation map, to ensure having an updated map.
5.Review the monthly actual data on oracle in terms of cost centres & branch codes using cost center / branch codes map.
6.Review proofing of all the requested manpower consumption (Internal transfers, external hiring & unpaid return), all the over & above manpower consumption and all the received HC status daily/weekly, in order to ensure accurate alignment with the approved budgeted manpower yearend figures.
7.Review the tracking & proofing the manpower daily transactions in terms of manpower budget reallocations/ re-casted and the effect of these allocations to the approved budgeted HC.
8.Prepare & finalize monthly budget allocations by cost center to update the Analytics & Data Management team (EPM) with the updated monthly status to support them in maintaining accurate staff expenses allocations which affect the monthly / yearly financial records.
9.Prepare cost control reports (monthly actual vs. budget cost, monthly analysis, CFO quarters analysis, …etc.) in order to determine if the budget has deficit or surplus to date.
10.Prepare monthly closing ledgers tracking report which affect the monthly / yearly financial records.
11.Prepare the new budget cycle database in terms of HC (current, replacement, … etc.), Cost calculation, and prepare the expected New Hires HC and Cost Budget, by analysing the business needs in collaboration with the HR Business Partners.
12.Prepare & calculate restructures’ cost impact analysis reports to provide the OD & HR business partners with the restructures’ financial effect to be presented to the Management Committee.
Policies, Processes and Procedures
13.Follow all relevant department policies, processes, standard operating procedures and instructions so that work is carried out in a controlled and consistent manner
Day- to-day operations
14.Follow the day-to-day operations related to own jobs in the department to ensure timely continuity of work
Compliance
15.Comply with all relevant CBE regulations, banking laws, AML regulations and internal CIB policies and code of conduct in order to maintain CIB’s sound legal position and mitigate any potential risks
Qualifications & Experience:
·Bachelor degree in, finance, accounting, business administration or equivalent.
·For Officer: Min. 3 years of experience in HR
·HR related degree is a must such as HR diploma
Skills:
·Good oral and written English language
·Excellent analytical and attention to details skills
·Advanced Excel skills
·Communication skills
·Negotiation skills
Commercial International Bank was established in 1975 as a joint venture between the National Bank of Egypt (NBE, 51%) and the Chase Manhattan Bank (49%) under the name "Chase National Bank of Egypt”. Following Chase's decision to divest its equity stake in 1987, NBE increased its shareholding to 99.9%, changing the Bank’s name to Commercial International Bank (Egypt) S.A.E. NBE’s stake gradually decreased through several public offerings till reaching 18.7%. In 2006, a Consortium led by Ripplewood Holdings acquired NBE stake. In July 2009, Actis, a leading emerging markets private equity firm, invested US$ 244 million to get shares in CIB, acquiring hence 50% of the Ripplewood Holdings Consortium’s stake. Five months later, Ripplewood sold its remaining 4.7% stake over the open market, marking the successful transition of strategic partnership to be with Actis, who then became CIB’s largest shareholder with a 9.1% stake. In March 2014,Actis sold a portion of its holding, representing 2.6% of the Bank’s total outstanding shares, in the open market to a group of international investors. In May 2014, Actis, successfully realised its investment in CIB and sold its remaining 6.5% to Subsidiaries wholly owned by Fairfax Financial Holdings Ltd “Fairfax”.
CIB is Egypt’s leading private sector bank, offering a broad range of financial products and services to its customers, including enterprises of all sizes, institutions, households and high-net worth individuals. CIB strives to provide superior financial solutions to meet all customers’ needs. Having the strongest brand equity rightfully places CIB as the bank of choice for over 500 of Egypt’s largest corporations. CIB shows tremendous potential within the bourgeoning Retail and SME Banking markets. Through its superior management, high-operating standards, corporate governance best practices and training programs,CIB has succeeded in becoming the most profitable commercial bank operating in Egypt for more than 40 years.
