Head, Credit

Standard Bank Job Description – Head: Credit

 

Identifiers

Functional Job title*

Head, Credit

Industry job title:

Not applicable

Alternative job titles:

Head Credit

Links to structures

Job function*

Risk

Job family*

Risk Management

Job reports to*

Head Risk and Compliance

Career type*

Functional/Specialist

Contribution


Job purpose description*

Establish an appropriate country credit strategy and enabling policies to support the business strategy of Standard Bank Africa. Manage the Country Credit Risk portfolio and profile within its risk appetite and acceptable Group parameters, through evaluating Credit Risk profiles. Interact with other departments with regard to credit strategy and manage various credit related department of staff.

Job criticality

Operationally Critical

Key Responsibilities


Output group 1*

Develop and implement the Credit Risk Management Frameworks.

Outputs and measures*

  • Execute the Standard Bank Africa Credit strategy within country of responsibility.
  • Review management information relevant to the credit portfolio and provide input on the Standard Bank Africa Credit strategy and provide value-add change initiatives with respect to training, portfolio management, people management, policies, procedures, processes and products.
  • Liaise with other business units i.e. Corporate and Investment Banking (CIB), to ensure optimal client solutioning at an agreed risk profile.
  • Responsible for providing expert advice to business partners on credit risk, credit assessment and internal control, to ensure an effective annual review of Risk Acceptance Criteria.
  • Articulate and establish appropriate Governance for the country.
  • Review and drive enhancements to the business model for the monitoring and control processes with a view to streamlining or automating processes/procedures.
  • Be a part of the new product committee and provide input from a credit point of view.
  • Ensure that the various sub-sections are managed effectively and efficiently and that minimum quality standards are maintained.
  • Identify and monitor loss experience to suggest preventative measures to Business Partners.
  • Responsible and accountable for regulatory compliance including monitoring compliance with laws, regulations and supervisory requirements, creating awareness amongst staff of relevant legislation and reporting any breaches and exposures to the CRMC.

Output group 2*

Review credit approvals.

Outputs and measures *

  • Maintain and improve the quality of lending books by:
    • Monitoring all excess reports
    • Review of credit applications
    • Providing key management areas to Credit Managers
  • Review and approve credit proposals of the Bank and to maintain a good balance between returns and risks exposure.
  • Review credit proposals and ensure they are within their mandates.
  • Review the credit applications and based on modelling and credit methodologies approve or decline within mandated limits.
  • Escalate credit decisions which falls outside of job mandate. 
  • Chair the in-country Credit Committee.
  • Monitor Credit files and refer escalated issues to Standard Bank Group Credit.
  • Analyse applications for facilities to assess the appropriateness of the credit risk  relative to the business strategy and profitability of the deal.
  • Provide effective of high-quality analysis, approval and where necessary recommendations to higher authority.
  • Ensure legal execution is in line with the credit sanction and that ongoing credit management is in place.

Output group 3*

Manage a team effectively

Outputs and measures *

  • Manage a team to ensure effective delivery of objectives for the area.     
  • Develop a high performing team by embedding the bank's performance process, regular performance feedback and coaching. 
  • Address poor performance.            
  • Motivate team members and ensure that they receive recognition for work well done.
  • Determine development needs of the team and ensure that development opportunities (training, rotation, on-the-job learning) are budgeted for and executed.
  • Maintain a succession plan for the team by reviewing the skills of the team at least twice a year and having career conversations with them.     
  • Interview and recruit new members of the team, including determining the appropriate salary with input from the Human Capital Business Partner.     
  • Create workforce plans for the area to ensure that current and future business requirements can be met.
  • Such plans should be revisited at least twice a year.
  • Use workforce plans to obtain headcount approvals on an annual basis and as input into the financial budgeting cycles.        
  • Create quarterly leave plans to ensure adequate coverage. Approve leave requests ad leave sale requests.      
  • Monitor overtime on a monthly basis. Analyse reasons for overtime and create actions to address the issues.   
  • When required, initiate disciplinary processes for team members. Resolve grievances raised by team members, escalating only if required.

Output group 4

Management of recoveries

 

  • Engage with receivables and establish an action plan for the recovery of funds should a deal not work out.
  • Work with the Accounts Risk Manager, to find solutions.
  • Liaise with the Receivables Managers to reschedule payments of files and find solutions which suits the bank and the creditor.  Negotiate the new terms with creditors.
  • Work with the Credit Manager, Head of Corporate Banking  and Relationship Managers and Business Support and Recoveries Manager to agree on new repayment terms and any new conditions of credit.

Output group 5

Participate in various forums and committees

 

  • Be actively involved in various Credit Committees , Credit Oversight Portfolio Monitoring forums, Watchlist and New Product meetings relating to deals and names managed by the core relationship management team.
  • Be actively involved in various management forums and committees i.e. Country Risk Management Committee, Asset Liabilities Committee, Franco.
  • Ensure adequate systems, policies, processes and procedures are in place to monitor; and manage credit risk arising from across geography sector focus.
  • Participate in for a /committees around the development of business strategy as appropriate.

Output group 6

Stakeholder Engagement

 

• Proactively develop and manage relationships with key internal and external stakeholders including local regulators and external legal counsel relevant to the business and external regulatory bodies to ensure Standard Bank receives appropriate co-operation when required and that the Group meets and is seen to meet regulatory compliance.
• Build and develop relationships across the firm with various stakeholders with the intention of breaking down silos to maximise business growth.
• Hold primary relationship with clients and handle all aspects of client interaction including coordinating and execution of transactions.

Requirements
Qualifications


Formal minimum qualification 1*

Type of qualification: First Degree
Field of study: Finance and Accounting

Other qualifications, certifications or professional memberships

Any other Professional Qualifications as acceptable to the bank ( ACCA, CFA, ACIB)

Experience

Experience required 1*

  • Job Function: Risk
  • Job Family: Credit risk
  • Years: 7-10 years
  • Experience Description: Experience in a management position in credit with experience in local and cross border credit transactions.

 Behavioural Competencies

Behavioural competency 1*

  • Competency Label: Interpreting Data
  • Competency Description: This competency is about interpreting data accurately with an emphasis on the processing and interpretation of numbers. This competency also includes the utilisation of technology.
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Behavioural competency 2*

  • Competency Label: Providing Insights
  • Competency Description: This dimension is about providing insight with regards to aspects that are likely to have an impact on the organisation. It is about making it clear to others what the implications of internal and external organisational environmental factors and processes are on the competitive position of the organisation. “Providing Insights” should be done with a focus on improving the situation.
  •  

Behavioural competency 3

  • Competency Label: Examining Information
  • Competency Description: This competency serves to aid effective problem solving and requires being effective at probing and analysing situations efficiently and accurately. This competency is important because without sufficient analysis, effective solutions become less probable. In addition, poor analysis makes it more likely that individuals become confused and anxious, bored, error prone or overwhelmed by detail, which also impacts negatively on successful problem solving.
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Behavioural competency 4

  • Competency Label: Documenting Facts
  • Competency Description: This emphasises logical reasoning, specifically when referring to an individuals’ understanding of information and the clear communication of such information in writing. Logical reasoning is supported by a fact based or objective approach.
  •  

Behavioural competency 5

  • Competency Label: Convincing People
  • Competency Description: This competency is about bringing others over to your point of view. The emphasis in this competency is on being persuasive and taking a negotiating approach. In addition, “Convincing People” focuses on individuals being able to shape others’ opinions.

Behavioural competency 6

  • Competency Label: Articulating Information
  • Competency Description: This competency is about effectively expressing ideas and concerns, giving presentations, explaining things to others as well as showing confidence in the interaction with other people, both strangers and acquaintances alike. 
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Behavioural competency 7

  • Competency Label: Conveying Self-Confidence
  • Competency Description: This competency is concerned with individuals displaying a strong sense of self-worth and projecting confidence in the workplace. Important facets emphasised in “Conveying Self-Confidence” include individuals being positive about themselves and having a sense of being in control of their own future. .

Behavioural competency 8

  • Competency Label: Pursuing Goals
  • Competency Description: The behaviours related to “Pursuing Goals” include the extent to which individuals are ambitious, are driven to achieve results and are persevering in the face of adversity.
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 Technical Competencies

Technical competency 1*

  • Competency Label: Credit granting
  • Competency Description: The ability to assess the financial status of a customer or client to determine if they qualify for a loan based on established parameters and criteria.
  • Proficiency Level: ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others
  • Technical competency 2*
  • Competency Label: Recoveries
  • Competency Description: The ability to apply legal process in recovering assets that were put forward as security for loans.
  • Proficiency Level: ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 3*

  • Competency Label: Financial statement analysis
  • Competency Description: The ability to review balance sheets, income statements, cash flow statements and tax returns to determine the credit risk of the client.
  • Proficiency Level: ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 4*

  • Competency Label: Risk Reporting
  • Competency Description: The ability to prepare quantitative and qualitative analysis on the risk landscape in the business including interpretation and analysis for use by business users..
  • Proficiency Level: ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 5*

  • Competency Label: Risk Management
  • Competency Description: Demonstrates knowledge and understanding of risk management methodologies, tools, governance structures and regulatory requirements for good management of risk.
  • Proficiency Level: ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others

Technical competency 6*

  • Competency Label Loan assessment and approval
  • Competency Description: The ability to assess the financial status of a customer or client to determine if they qualify for a loan based on established parameters and criteria.
  • Proficiency Level: ADVANCED - Mastered the concept, able to act independently, provides guidance and training to others

 

Leadership Competencies (for jobs in Levels of Work 3 to 7)

Leadership Competency 1

  • Competency Label: Leading Courageously
  • Competency Description: Believing in on self, own judgement, skills and experience, and using this self-confidence to challenge others for the benefit of Standard Bank.
  • Proficiency Level Description: '3 Has confidence to bring conflict into the open to be resolved; Is able to confront others (peers, boss, etc.) or brings disagreement into the open with the purpose of resolving it, landing on a decision, to ensure action. Is open and honest when communicating with others ("straight talk"). Challenges popular values, decisions and opinions to ensure that actions are taken in the Bank's best interest. Takes action in defiance of corporate rules and procedures for the greater good of the business and its stakeholders. Accepts personal risks and/or consequences of failure and persist in the face of opposition or fear. Click here to enter text.

Leadership Competency 2

  • Competency Label: Influencing Others
  • Competency Description: Effectively and strategically influences across the organisation, based on previously established credibility and respect, as well as understanding the organisational dynamics, politics and interpersonal context.
  • Proficiency Level Description: '2 Uses direct influence; When addressing key stakeholders, makes logical arguments to try and get buy-in (what needs to be done, how, why, etc.). Makes a good business case when presenting ideas or plans. Prepares well to respond to likely questions from the audience.

Leadership Competency 3

  • Competency Label: Customer and Client Focused Innovation
  • Competency Description: Focusing attention and efforts on understanding customers (or customer segments) and proactively addressing different customer/client needs. Makes organisational changes or innovates when needed to address customer/client needs.
  • Proficiency Level Description: 3 Adapts to meet customer/client needs; Adapts existing products, services, processes etc. to better meet specific customer needs. Uses understanding of customer needs to adapt products, systems processes and procedures that ensure customer satisfaction.

Leadership Competency 4

  • Competency Label: Driving Delivery of Results
  • Competency Description: Proactively identifies business opportunities or barriers to business performance and addresses them. Takes accountability for improving the business. Demonstrates a sense of urgency around the achievement of stretching business goals.
  • Proficiency Level Description: 3 Makes decisions and takes action to achieve a challenging goal; Sets challenging goals that will have a significant impact on the business or support the organisational strategy. The challenging goal might be related to the speed of execution or implementation. Commits significant resources and/or time to reach a challenging goal, while also taking action to mitigate risk.

Leadership Competency 5

  • Competency Label: Inspiring Performance for Execution
  • Competency Description: Enables and empowers the team to implement/execute a strategic vision or change for the better. Leads with passion and energy.
  • Proficiency Level Description: 3 Ensures the team has the resources they need to succeed; Provides the resources and other support the team needs to execute against the vision.
  • Leadership Competency 6
  • Competency Label: Holding People Accountable
  • Competency Description: Sets clear performance standards and expectations, and holds others accountable when these are not met. Takes accountability for team delivery against the expectations and contribution to results.
  • Proficiency Level Description: 3 Takes action to address non-performance; Takes action when a team member is underperforming (may be related to decisions on salary increases, bonus payments, performance management process etc.). Explains the negative consequences of non-performance.

Leadership Competency 7

  • Competency Label: Aligning Business to Strategy
  • Competency Description: Understands the line-of-sight between strategy and organisational implementation. Translates the organisational strategy into specific decisions and actions to ensure the strategy implementation. Aligns resources to effectively execute against the strategic direction.
  • Proficiency Level Description: 3 Aligns business to local market conditions; Adjusts implementation of strategy to the specifics of the local conditions or local needs. Ensures a disciplined balance between the need for centralised and local processes.

 

Additional Job Dimensions

  • Business accountability: Impact on end result*
  • Shared - Jointly accountable with peers in our outside immediate department
  •  
  • Description or examples: This job contributes to the overall achievement of the Bank profitability by minimising credit risks
  • Typical direct reports for this job*
  • Job Title: Manager Credit
  • Number: 1-3
  • Job Title: Various Credit jobs
  • Number: 1-3
  • Job Title: Manager, Credit Operations Support
  • Number: 1-3
  • Indirect reports
  • Number: No Indirect Reports
  •  
  • Financial accountability*
  • Type of Budget: Operational Budget
  • Size of Budget (ZAR equivalent): USD 500 000
  • Type of accountability: Directly accountable
  •  
  • Internal relationships*
  • Business area: Corporate Banking
  • Job: Head of Corporate Banking
  • Nature of relationship: Provide and receive a service
  • Sphere of influence: Impact the whole functional area
  • Description or examples: Liaise with Head of Corporate banking on any problems with clients or new credit proposals
  •  
  • Business area: Functional Areas
  • Job: Heads of Product houses
  • Nature of relationship: Provide a service to them
  • Sphere of influence: Impact the whole functional area
  • Description or examples: Provide information regarding credit risk issues
  •  
  • Business area: Corporate Banking
  • Job: Relationship managers
  • Nature of relationship: Receive a service from them
  • Sphere of influence: Impact the whole functional area
  • Description or examples: Receive information regarding credit risk issues
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  •  
  • Accountability for problem solving*
  • Degree of guidance received to solve problems:
  • Clearly Defined - Policies, principles, readily available direction
  • Description or examples: The job required the incumbent to analyse a deal’s/proposal’s risk and benefit parameters and presents a sound business justification/motivation for the requested facility.
  •  
  • Degree of original thought required to solve problems:
  • Adaptive - Requires analysis, interpretation and significant judgment
  • Description or examples: The jobholder is required to integrate specific deal analysis, counter-party analysis, and contextual risk analysis to identify and evaluate sources of risk, recommends risk management actions/options if possible.
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  •  
  • Accountability for planning of activities*
  • Integration of functions that are similar
  •  
  • Description or examples: The jobholder is required to stay abreast of market conditions to plan for future credit approvals.  They should be able to detect and evaluate shifts or changes in key risk parameters in a business relationship or industry and evaluate the implications of such changes on continued business dealings.
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  • Discretion allowed for decision making*
  • Regulated - Closely defined procedures, manager review of progress and results
  •  
  • Description or examples: The job holder will be required to recommends/propose appropriate risk parameters in respect of specific facility structures within which clients will need to operate to contain risk at acceptable levels. 
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  • Work environment*
  • Physical Requirements 1: No specific physical requirements  
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Regulatory Requirements:

  • Regulated Role:*
  • No

 

Les candidats intéressés doivent envoyer leur candidature comprenant un CV à jour ainsi qu’une lettre de motivation à l’adresse info@standardbank.cd en mentionnant l’intitulé du poste dans l’objet de leur e-mail.

La date butoir est le vendredi 07 Juin 2019 à 17h00’.

Kinshasa
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2024-03-28
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