Absa – Human Capital Management Jobs

To apply, click on the link at the end of the posts and all the best with your applications

Senior Change Manager

Empowering Africa’s tomorrow, together…one story at a time.

With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.

Job SummaryThe Senior Change Manager is responsible for owning and driving the end to end people change strategy for PCM, ensuring alignment to the value streams, business strategy, and stakeholder priorities. The role is accountable for translating business, process and technology change into practical, adoptable outcomes for both internal colleagues and external customers, with a clear focus on adoption, benefits realisation and commercialisation.

The role requires a senior change practitioner with strong experience in large scale business and digital change within complex environments, capable of setting direction, ensuring consistent change execution across the PCM portfolio, and delivering high quality, measurable change outcomes

Job Description

People Change Strategy & Leadership

• Define, own and execute the PCM people change strategy, aligned to business objectives, value streams, and the broader enterprise change framework.
• Ensure a consistent, disciplined and high‑quality change approach across all PCM initiatives.
• Partner with PCM leadership, value stream owners, business and technology teams to embed change as a core delivery capability.

Change Execution & Delivery

• Lead end‑to‑end change management across complex initiatives, including:
  • Change impact assessments
  • Stakeholder and readiness assessments
  • Communication and engagement strategies
  • Training and enablement interventions
  • Measurement, reinforcement and benefits tracking
• Ensure new ways of working are effectively embedded and sustained.
• Drive disciplined execution with clear milestones, artefacts and measurable outcomes.

Stakeholder Engagement & Influence

• Act as a trusted advisor to senior stakeholders across business, technology and value streams.
• Mobilise leaders and delivery teams to support adoption and behaviour change.
• Proactively identify, manage and mitigate people‑related change risks.

Adoption, Benefits & Commercialisation

• Define and track adoption metrics, change effectiveness indicators, and benefits realisation.
• Ensure change outcomes directly support commercialisation objectives and value delivery.
• Provide actionable insights, lessons learnt and corrective actions to optimise future change delivery.

Governance, Risk & Reporting

• Ensure change activities comply with Absa governance, risk and control frameworks.
• Provide clear, concise reporting to senior management and governance forums.
• Contribute to portfolio‑level views of change progress, risks and impacts within PCM.

Capability Building & Collaboration

• Build change capability within PCM by coaching, mentoring and supporting change practitioners and stakeholders.
• Promote collaboration across Change, Business, Technology and Enablement teams.
• Contribute to the continuous improvement of change practices, tools and standards.

Qualifications & Experience

Minimum Requirements

• Bachelor’s degree in Business, Commerce, Management or related discipline
• Significant experience in people change management, particularly within large‑scale business and digital change initiatives
• Proven experience working in complex, matrixed environments
• Strong track record in driving adoption, behaviour change and measurable outcomes

Key Skills & Competencies

• Senior‑level people change expertise
• Strong strategic and commercial mindset
• Stakeholder engagement and influence at senior levels
• Ability to translate strategy into practical execution
• Excellent communication and facilitation skills
• High attention to quality, consistency and outcomes

Strong risk awareness and governance discipline

EducationBachelor`s Degrees and Advanced Diplomas: Business, Commerce and Management Studies (Required)

Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank.

Click here to apply

Group Executive: Head of Governance

Empowering Africa’s tomorrow, together…one story at a time.

With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.

Job SummaryGroup Governance is accountable for enabling effective, consistent, and value‑adding governance across the Group’s pan‑African operations. Reporting to the Group Chief Governance Officer (GCGO), the role provides strategic leadership, integration, and oversight of enterprise‑wide governance frameworks, Board and committee processes, and governance standards.
The role translates the Group’s governance strategy, regulatory obligations, and corporate governance principles into practical, fit‑for‑purpose frameworks, policies, standards, and operating processes that enable consistent implementation across subsidiaries, geographies, and Group functions. Acting as a governance integrator, the role ensures alignment between regulatory expectations, stakeholder confidence, and the Group’s cultural and business philosophy.

Job Description

Key Accountabilities

1. Enterprise Governance Strategy & Frameworks

• Lead the design, implementation, and continuous enhancement of the Group’s enterprise‑wide governance frameworks, ensuring alignment to King IV, applicable regulatory requirements, and international best practice.
• Translate governance strategy into practical policies, standards, delegations, and operating models that are scalable across diverse African jurisdictions.
• Ensure governance frameworks remain proportionate, pragmatic, and aligned to the Group’s risk appetite and strategic objectives.

2. Board and Committee Governance

• Provide governance oversight of Group Boards, Board committees, and key subsidiary governance forums to ensure effective decision‑making, role clarity, and accountability.
• Strengthen Board and committee processes, charters, calendars, mandates, and information flows to support effective oversight and regulatory confidence.
• Partner closely with Group Company Secretariat and Legal to ensure seamless coordination of governance activities.

3. Regulatory Alignment & Stakeholder Confidence

• Act as a key governance interface with internal and external stakeholders, ensuring governance practices meet regulatory, supervisory, and stakeholder expectations.
• Enable consistent interpretation and application of governance‑related regulatory requirements across jurisdictions.
• Anticipate emerging governance and regulatory trends and proactively embed them into Group frameworks.

4. Governance Integration Across the Group

• Act as the integrator across governance‑related disciplines (Legal, Compliance, Risk, Secretariat, Ethics, Conduct, and ESG) to ensure alignment and avoid fragmentation.
• Drive consistency while allowing for local regulatory, cultural, and operational nuances across African markets.
• Enable governance uplift in subsidiaries through guidance, support, and shared standards.

5. Culture, Ethics, and Governance Maturity

• Promote a culture of ethical leadership, accountability, and responsible decision‑making in line with the Group’s values.
• Embed governance principles into leadership practice, conduct frameworks, and organisational capability.
• Support the maturity of governance practices beyond compliance toward performance‑enabling governance.

6. Oversight, Assurance, and Continuous Improvement

• Monitor governance effectiveness through defined metrics, reviews, and assurance mechanisms.
• Identify governance gaps, risks, and inefficiencies and implement targeted improvements.
• Ensure governance processes are efficient, sustainable, and continuously improved in response to business and regulatory change.

Minimum Requirements

Qualifications

• Postgraduate qualification in Law, Governance, Risk Management, Finance, or a related field
• Professional certification in governance (e.g. Chartered Governance Professional) advantageous

Experience

• Minimum 12–15 years’ experience in governance, legal, regulatory, or risk environments within financial services
• Proven experience operating at executive or senior leadership level in a complex, multi‑jurisdictional organisation
• Demonstrated exposure to Board and executive governance within a regulated banking environment
• Experience across African markets preferred

Critical Competencies

• Enterprise governance design and implementation
• Executive and Board influence
• Regulatory interpretation and application
• Strategic integration and systems thinking
• Pragmatic problem‑solving within regulatory constraints
• High ethical judgement and discretion
• Cultural intelligence and stakeholder management

Education

Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank.

Click here to apply

Junior Learner

Empowering Africa’s tomorrow, together…one story at a time.

With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.

Job SummaryParticipate in learning programme/s in order to maximise individual and organisational development benefit/s through the execution of predefined training objectives.

Job Description

Absa Home loans Collections is dedicated towards offering a learnership opportunity to young individuals that are talented, enthusiastic, and have a deep passion for utilizing technology to empower customers. This one-year Absa Home Loans Learnership program incorporates classroom training and on the job exposure in all aspects of contact with the Bank’s customers.  As a learner, you will be required to demonstrate:

• Strong customer service skills and excellent problem-solving ability
• Organization skills; pay attention to detail and place emphasis on follow-up.
• Furthermore, must be able to demonstrate ability to work well in a team and both listen and communicate effectively.
• Show a high level of professionalism and courteousness. These individuals should work well under pressure
• A Self-starter with hands-on mentality
• Our learnership programme will give you exposure to the Home loans Sales and Service Enablement areas for a period of 12 months. Successful candidates should commit to complete all the academic modules and on- the- job training

Essential Requirements

• Candidate should be aged between 18-30 years
• Applicant must attach detailed CV containing all the relevant contacts and references
• Applicants should include copies of their certificates, identity card and proof of address
• Candidate must be a South African citizen or a permanent resident
• A completed Degree/or equivalent NQF level 7 qualification
• Applicant should be proficient in English
• Applicant must not be employed
• Applicant must not be registered with any other learnership at the time of making application
• Applicant must not be registered with any other learning institute, and or currently studying.
• Candidate should be computer literate
• Applicant should be a team player and self-motivated person
• Candidate should be flexible and demonstrate willingness to learn and work

Duration

• This is a 12 months only learnership programme
• Every candidate must be available for the full 12 months programme in order to graduate
• Completion of Learnership
• Upon completion of the learnership, each qualified candidate will be given a level 5 NQF Certificate in Banking.
• Receive continuous mentoring and training to support your personal and professional development
•  Stipend
• Successful candidates will receive a monthly stipend for the learnership duration.

Recruitment process and risk check requirements:

• Complete online occupational assessments
• No criminal record
• No false documentation
• References with previous employers
• Clear credit score
• No registered employee dismissal
•  If you are looking to forge a career with one of the leading banking groups in Africa and work closely with our customers in an environment that values its people, apply today.

Education

Business, Commerce and Management Studies (Required)

EducationGET Certificate: Business, Commerce and Management Studies (Required)

Click here to apply

Senior Talent Acquisition Specialist – Africa Regions – 12 Months Contract

Empowering Africa’s tomorrow, together…one story at a time.

With over 100 years of rich history and strongly positioned as a local bank with regional and international expertise, a career with our family offers the opportunity to be part of this exciting growth journey, to reset our future and shape our destiny as a proudly African group.

Job SummaryTo provide Talent Acquisition advice and support and be responsible for end to end sourcing as well as broader talent related responsibilities for Africa regions, in practice formulation and associated best practice improvement tactics, which enable the provision of specialist Talent Acquisition expertise.

Job Description

Talent Acquisition and Selection:

• Define and ensure implementation of innovative sourcing strategies that will enable the establishment of a diverse pool of talent geared to meet the evolving needs of the Cluster Workforce Plan.
• Proactively explore all available channels and processes to build diverse pools of talent.
• In Collaboration with the Business Units / Clusters, develop and drive a cost saving Talent Acquisition strategy for the BU/Cluster and proactively explore solutions which will decrease the dependency on external Talent Acquisition partners by implementing creative direct to market talent capturing solutions; i.e. Headhunting, Talent Mapping, establishing candidate data base, advertising on web based job search sites, researching competitors, building industry networks, attending industry Specific events and fairs, partnering with Government Labour Agencies, tapping into Global networks etc.
• Manage the delivery of search strategies designed to recruit senior and niche candidates.
• Partner with Group Talent Management to deliver an increased capability for internal mobility by ensuring that internal Candidates are considered before moving to external sourcing solutions. Engage in Talent Acquisition for senior level positions for the relevant Cluster’s Participate in interviews on request for key roles.
• Ensure that the Talent Acquisition and selection of senior leaders takes place according to policy and governance.
• Assess candidates to ensure cultural fit for the Group, values alignment, long term potential, and technical fit for roles, setting realistic role expectations before presenting candidates to Business.
• Advise hiring managers on which candidates to progress to the next stage, ensuring the right Talent Acquisition decisions are made, challenging the business’ recommendations as required Work with Cluster head to compile high Remuneration package offers and buy-outs. Assisting in the negotiation of release dates and backfill requirements where applicable.
• Ensure timely on-boarding of senior hires and adherence to on boarding policies and procedures. Identification of critical senior vacancies – build proactive pipelines Agree transformation plans with the Cluster seniors including targets and timelines. Drive the Group’s transformation agenda.
• Together with HR Head, identify key senior roles for succession planning in the portfolios

Stakeholder Management:

• Liaise with BU Stakeholders in order to gain a comprehensive view of their Core Business, Strategic Objectives Employee Value Proposition and Culture. This understanding and interaction will drive the Placement of the right candidate, with the right skill and the ability to thrive in the relevant environment.
• Provide regular feedback to Cluster Talent Acquisition Head, Cluster Head and BU Leaders on Talent Acquisition Strategy deliverables and status (Scorecard).

• Define, socialise and agree SLAs with BU’s and HC Head’s against which all parties’ performance will be driven. Build a Talent Acquisition scorecard for the Business Unit by which these metrics can be presented and managed through discussions at the BUs Management Forums.
• Ensure effective interaction with, and responses to candidates, building sustainable relationships, setting and managing expectations clearly, identifying and resolving the root cause of any issues and escalating as required.
• Drive level of excellence within the Talent Acquisition Community of Practice.

Business Management:

• Drive Strategic Talent Acquisition Agenda through managing relationships with stakeholders, extended HC Community and Talent Acquisition teams.
• Allocate duties to team members in order to achieve operational targets including prioritisation and work Schedules.
• Based on gaps identified, motivate requests to the manager for additional resources including people, budget and equipment.
• Obtain a thorough understanding of the Cluster’s strategy and explain it to team members in such a way that they understand the contribution they have to make.
• Explain targets and take accountability for the monitoring and achievement of performance objectives in the department in terms of employee satisfaction, customer experience, cost performance, return on investments, risk, compliance and governance requirements.
• Create quarterly and monthly plans to ensure delivery for the year. Manage departmental budgets including signing off of invoices and quotes within mandate.
• Escalate out of budgets or items higher than approved mandate to the next level manager.
• Continuously identify areas for improved efficiency and reduced cost.
• Conduct basic statistical analysis to track performance variances and determine the root causes of errors.
• Make recommendations for productivity or process enhancements to process owners. Implement productivity improvement measures by coaching staff on any new processes or on their areas for improvement.
• Populate balanced scorecards for the specific department on a monthly basis.
• Work with the team to address shortcomings, escalating any major issues identified to the next level manager.
• Address any process failures specific to the department

Education, Knowledge, Skills and Experience:

• Bachelor`s Degree/Advanced Diploma: Human and Social Studies (NQF 7)
• Talent Acquisition Strategy development and implementation
• Africa Talent Acquisition experience (preferred)
• Experience in a similar environment at specialist level
• Change champion
• Leading with Influence
• Commercial mindset
• Digital familiarity
• Effective communication
• Emotional intelligence
• Ethics and values

EducationBachelor`s Degrees and Advanced Diplomas: Human and Social Studies (Required)

Absa Bank Limited is an equal opportunity, affirmative action employer. In compliance with the Employment Equity Act 55 of 1998, preference will be given to suitable candidates from designated groups whose appointments will contribute towards achievement of equitable demographic representation of our workforce profile and add to the diversity of the Bank.

Click here to apply

We wish you all the best with your applications