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  • Posted: Oct 20, 2021
    Deadline: Not specified
  • UBA’s has more than 65 years of providing uninterrupted banking operations dating back to 1948 when the British and French Bank Limited ("BFB”) commenced business in Nigeria. BFB was a subsidiary of Banque Nationale de Crédit (BNCI), Paris, which transformed its London branch into a separate subsidiary called the British and French B...
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    TM, Industial Relations & Work Ethics

    Job Objective(s)

    • To ensure industrial harmony and achieve a disciplinary process that confirms with the basic tenets of justice and enables the bank maintain operational discipline against the backdrop of the policies of the bank.

    Disciplinary Process & Consequence Management:

    • Review reports of wrongdoings from different parts of the bank
    • Intermediate where necessary and sanction staff where infraction is established
    • Review reports for Disciplinary Committee and send to the relevant parties
    • Organise logistics for Disciplinary Committee sitting
    • Circulate reports Disciplinary Committee members
    • Help in taking minute of Disciplinary Committee
    • Circulate minute of DC for approval
    • Implement Disciplinary Committee decisions/recommendations
    • Update staff file and units records
    • Disseminate Disciplinary Committee learning points via HR Xfactor.

    Industrial Relations:

    • Help in managing ASSBIFI, NUBIFIE and NUP
    • Help in coordinating occasional meetings with the different unions
    • Help in updating ASSBIFI / NUBIFIE on emerging directions of the Bank as it affects the staff
    • Help in reviewing list of active pensioners
    • Help in sending list of active pensioners to ARM for processing of pension payments
    • Liaise with expense management to process ex-gratia pension payment on the pay day of every month.

    Active and Ex-staff Issues (Appeal):

    • Receive and review complaints / petitions from active / ex-staff
    • Send an acknowledgement letter to the complainant
    • Review the staff records vis-à-vis complaints/petitions
    • Liaise with responsible officers and units for resolution
    • Seek Management's approval for HCM’s recommendation based on agreed resolution as may be necessary (if required)
    • Advice complainant of the outcome of their complaint /petition
    • Update complaint schedule and staff records.

    CBN Returns:

    • Identify and collate staff disengaged from the bank on the grounds of fraud and forgeries
    • Prepare a schedule indicating the data for the period under review.
    • Forward to Chief Inspector for review
    • Forward to Group Head, Human Resources for concurrence
    • Forward to GMD/CEO for sign-off
    • Forward the hard copy of the schedule to Investigations Unit for onward delivery to CBN in compliance with their circular
    • Forward the soft copy of the schedule to regulatory reporting for onward delivery to CBN
    • Save soft copy of the report on the shared folder while copy of the signed report is file.

    Sanction Consequence on Payroll / Appraisals:

    • Download list of suspensions bank-wide on monthly basis prior to pay day.
    • Review the list and align with the necessary requirement for payroll input and send to payroll unit for salary payment purpose.
    • Download list of all sanctions bank-wide.
    • Review the list of all sanction downloaded and sent to Performance.
    • Management with applicable appraisal impacts for appraisal purpose on Bi-annually / yearly basis.


    • Receive report from legal department on ex-staff’s statement of claims
    • Review the ex-staff’s records and provide necessary information to legal
    • Make court appearance as witness for the bank on designated court date
    • Get feedback from legal on the final outcome of the case in court
    • Work in conjunction with compensation to advise the total staff benefits where decisions are favourable to the ex-staff and compensations are awarded
    • Forward advised benefits to legal to enable them obtain the necessary management approval
    • Update staff/ex-staff records.

    Requirements / Educational Qualification
    The ideal candidate must be conversant with the following:

    • Minimum of a First Degree (or its equivalent) in any Social Sciences Discipline.
    • HR best practices
    • In-depth knowledge of the Bank’s HR policies.


    • 1 - 2 years experience in Human Resources Management.

    Desired Skills:

    • Customer service
    • Personal effectiveness
    • Interpersonal skills
    • Computer appreciation / data entry (word- processing/Spreadsheet/graphics)
    • Communication (oral & written).

    Method of Application

    Interested and qualified? Go to United Bank for Africa (UBA) on to apply

    Note: Never pay for any training, certificate, assessment, or testing to the recruiter.

  • Send your application

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