80413662 - Manager, Credit Origination

  • Full-time
  • Business Segment: Group Functions

Company Description

Standard Bank Group is a leading Africa-focused financial services group, and an innovative player on the global stage, that offers a variety of career-enhancing opportunities – plus the chance to work alongside some of the sector’s most talented, motivated professionals. Our clients range from individuals, to businesses of all sizes, high net worth families and large multinational corporates and institutions. We’re passionate about creating growth in Africa. Bringing true, meaningful value to our clients and the communities we serve and creating a real sense of purpose for you.

Job Description

To provide an efficient and effective credit approval and management process in respect of the allocated portfolio. Develop and maintain co-operative relationships between all stakeholders in the credit value chain. This position may include leadership responsibility for a team of Credit Managers  and/or Officers.

Qualifications

Minimum Qualifications
Type of Qualification: First Degree
Field of Study: Business Commerce, Finance, Accounting
 

Experience required 1*

Job Function: Corporate Banking

Years: 5-7 Years

Experience Description: Thorough conceptual and practical knowledge of credit procedures, policies and standards, as well as a thorough understanding of products and facilities that give rise to counterparty credit risk. Understanding of Basel and broader regulatory and compliance requirements.

Experience required 2

Job Function: Investment Banking

Years: 5-7 Years

Experience Description: Good understanding of lending and derivative products and facilities that give rise to counterparty credit risks, including the documentation required/presented to manage that risk.

Experience required 3:

Job Function: Risk Management

Years: 5-7 Years

Experience Description: Well developed knowledge of financial markets, global economy and appropriate regional geographies in which portfolio operates.

Experience preferred 1

Job Function: Finance

Years: 5-7 Years

Experience Description: Good understanding of accounting (both management and financial accounting) to analyse financial strengths and weaknesses of clients and identify potential risks to credit proposals.

Experience preferred 2

Job Function: Risk

Years: 5-7 Years

Experience Description: Understanding and working knowledge of risk systems monitoring and its related procedures for analysing the account behaviour of clients and identifying trends and shifts in credit risk profiles. Thorough understanding of bank’s products and facilities that give rise to counter party credit risk. Strong technical understanding of non-credit risks encountered within transactions. Knowledge of financial markets (Global and especially African economies).Thorough conceptual and practical knowledge of credit procedures, policies, standards. Knowledge of risk systems and derivative instruments.

Additional Information

Behavioural Competencies

Behavioural competency 1*

Competency Label: Checking Details

Competency Description: This competency is concerned with the careful checking and confirmation of details in a task. Another behaviour associated with the “Checking Details” competency is being accurate. Being accurate requires individuals to have a strong quality orientation as well as to be thorough and detailed in their approach when completing tasks in order to avoid making mistakes.

Behavioural competency 2*

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 3

Competency Label: Interacting with People

Competency Description: This competency is about fostering relationships that benefit the organisation as well as an individual’s effectiveness and efficiency. More specifically, it includes personal networking behaviours, making contact with others and strengthening relationships.

Behavioural competency 4

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.

Behavioural competency 5

Competency Label: Team Working

Competency Description: This competency is about working well in a team.  In order to develop this competency, individuals are encouraged to acknowledge the views and contributions of others, and to involve others in decision-making.

Behavioural competency 6

Competency Label: Making Decisions

Competency Description: This competency is about the pace at which individuals are prepared to make decisions, as well as their willingness to take responsibility for their decisions when under pressure. It also deals with the extent to which individuals are definite about their views and opinions.

Behavioural competency 7

Competency Label: Establishing Rapport

Competency Description: This competency is about the behaviours an individual should employ in order to effectively engage people, establish positive personal contact and improve the likelihood of maintaining positive relationships. This competency is therefore about putting people at ease, making friends and helping people feel welcome.

Behavioural competency 8

Competency Label: Directing People

Competency Description: This competency emphasises the “leading” or “giving direction” part of leadership. The effective display of the “Leading People” competency is highly dependent on the effective display of a number of other competencies. Leading people is about taking control of as well as coordinating people and resources. While there are many different views on what leadership is, in this case, the concern is not focused on what leadership is, but is rather focused on the generic behaviour associated with leading people.

Technical Competencies

Technical competency 1*

Competency Label: Risk Analysis

Competency Description: The ability to facilitate risk assessment to gain an understanding of risk impacts, thus developing the profile of insurable risks.

Proficiency Level: SEASONED - Applies concepts without requiring supervision, able to provide technical guidance when required

Technical competency 2*

Competency Label: Risk Measurement

Competency Description: The ability to define and analyse risk identification information in a quantitative and/or qualitative way.

Proficiency Level: SEASONED - Applies concepts without requiring supervision, able to provide technical guidance when required

Technical competency 3*

Competency Label: Risk Identification

Competency Description: The examination of the essential elements of risk such as; assets, threats, vulnerabilities, safeguards, consequences and the likelihood of the threats materialising.

Proficiency Level: SEASONED - Applies concepts without requiring supervision, able to provide technical guidance when required

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

Leadership Competency 1

Competency Label: Seeking Deeper Understanding

Competency Description: Is actively curious, seeking a deeper, broader, and more objective understanding, upon which to base commercial acumen, strategic decisions and actions.

Proficiency Level Description: 3 Seeks to understand/get a broad and objective external view; Extensively looks outside the Bank to understand the market, competitors, customers, etc. Takes a global/macro perspective based on objective data. May include cross-country analysis.

Leadership Competency 2

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 3

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: 3 Tailors the strategic communications to the audience; Considers the thoughts, concerns, interests and personality of the audience when defining the influencing strategy. Adapts settings, words, presentation, use of third parties or experts when attempting to influence decision makers or stakeholders. Engages the audience at an emotional level based on genuine personal conviction.

Leadership Competency 4

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; Acts 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 5

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.

Leadership Competency 6

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.

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