OFFRE D’EMPLOI N° 012/SB-RDC/KIN/2019
TITRE DU POSTE : Officer, Legal
DEPARTEMENT : Legal
LIEU D’AFFECTATION : Kinshasa
TYPE DE CONTRAT : CDI assorti d’une période d’essai de 3 mois
A PROPOS DE STANDARD BANK
Standard Bank RDC fait partie du plus grand groupe bancaire de l’Afrique en termes de capitalisation boursièredont le siège se situé à Johannesburg. Présente dans 38 pays dont 18 en Afrique,c’est depuis 1992 qu’elle opère au Congo à la suite de l’acquisition d’ANZ GrindlaysZaïre qui existait dans le pays depuis 1973.
Standard Bank RDC offre une gamme variée de produits et services par le truchement de ses diverses branches à travers la RDC via un réseau des intermédiaires (banques correspondantes). Nous avons développé une expertise dans la prestation des services liés aux besoins des entreprises minières, multinationales, Nations-Unies et autres organisations internationales opérant en République Démocratique du Congo.
Nos équipes allient leur connaissance approfondie sur les conditions et déterminants du marché en RDC à l’expertise du Groupe Standard Bank opérant dans les marchés émergeants aux fins de développement des solutions sur mesure répondant aux besoins de la clientèle.
| I. JOB DESCRIPTION | |
| Links to structures | |
| Job function* | Legal |
| Career type* | Functional/Specialist |
| Contribution | |
| Job purpose description*
|
This position reports to Senior Legal Advisor. This role entails the drafting, of standard banking facility agreements, security agreements and cash management agreements etc. (“Agreements”), within the agreed parameters |
| Job criticality | Operationally Critical |
| Key responsibilities* | |
| Output group 1* | Ensure a high level of accuracy |
| Key Activities (what and how) |
|
| Output group 2* | Ensure accurate and comprehensive drafting of facilities letters, security documents and other such credit documentation |
| Key Activities (what and how) |
|
| Output group 3 | Assistance and advice on legal queries relating to Bank matters as well as support to the Legal Managers |
| Key Activities (what and how) |
|
| Output group 4 | Participating in and assisting with Project work |
| Key Activities (what and how) |
|
| Output group 5 | Identification and Mitigation of Operational Risk |
| Key Activities (what and how) |
|
| Output group 6 | Comply with Standard Bank Group and the Bank’s legal policies, guidelines, frameworks and processes from time to time |
| Key Activities (what and how) |
|
| II. REQUIREMENTS | |
| Qualifications | |
| Formal minimum qualification 1* | Type of qualification: First Degree Field of study: Legal |
| Experience | |
| Experience required 1* | Job Function:Legal Job Years: 3-4 Years Experience Description:3-4 years’ experiencein a legal environment. |
| Experience required2 | Job Function: Corporate Banking Years: 3-4 Years Experience Description:3-4 years ‘experience in a banking environment. |
| Experience required3 | Job Function: Business Support Years: 3-4 Years Experience Description: |
| Total number of years of experience: | 3-4 years in a legal, banking or business environment |
| Behavioural Competencies | |
| Behavioural competency1* | 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 2* | Competency Label: Adopting Practical Approaches Competency Description:Adopting practical solutions with an emphasis on learning by doing. This competency requires individuals to utilise common sense when required. Ultimately, this competency is important in order to ensure that organisations implement feasible solutions. |
| Behavioural competency 3 | Competency Label: Developing Expertise Competency Description:Developing Expertise” is about individuals being open to learning as well as maintaining an efficient rate at which they learn. Furthermore, aims to develop relevant expertise can apply productively in service of their organisation’s goals. |
| 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: Meeting Timescales Competency Description:This competency involves individuals adhering to time scales and meeting deadlines. The focus is therefore on being reliable at completing tasks and being punctual. |
| Behavioural competency 6 | 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 7 | Competency Label: Producing Outputs Competency Description:This competency is about ensuring that tasks are completed within the given time-frame. Behaviours that are emphasised in this competency include working at a fast pace, maintaining productivity and multi-tasking. |
| Behavioural competency 8 | 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. |
| Technical Competencies | |
| Technical competency 1*
|
Competency Label:Legal Drafting Competency Description:The capacity to communicate ideas and facts of a legal nature in writing using appropriate grammar, syntax, sentence and document structure in the legal profession. Proficiency Level: BASIC – Applies elementary concepts to develop activities under supervision |
| Technical competency 2*
|
Competency Label:Legal Knowledge Competency Description:Knowledge of applicable legislation and the legal policies and procedures pertaining to the local, regional and relevant international laws. Proficiency Level: BASIC – Applies elementary concepts to develop activities under supervision |
| Technical competency 3
|
Competency Label:Legal Records and Related Systems Competency Description:Efficient and systematic control of the creation, receipt, maintenance, use and disposal of legal records, in order to support the organisation operations. Proficiency Level: SEASONED – Applies concepts without requiring supervision, able to provide technical guidance when required |
| Technical competency 4
|
Competency Label:Legal Administration Competency Description:Understands the laws and legal principles governing the administration and contractual obligations of the organisation. Proficiency Level: BASIC – Applies elementary concepts to develop activities under supervision |
| Technical competency 5 | Competency Label:Corporate Legal Service Management Competency Description:Applies knowledge and understanding the role and functions of corporate legal services within the context of the local legislative and industry regulatory framework. Proficiency Level: BASIC – Applies elementary concepts to develop activities under supervision |
| Technical competency 6 | Competency Label:Legal Compliance Competency Description:Is able to comply with relevant legislation, regulatory and professional standards. Proficiency Level: BASIC – Applies elementary concepts to develop activities under supervision |
| Leadership Competencies | |
| Leadership Competency 1 | 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:1 Knows who needs to be part of the influencing strategy; Knows who the key stakeholders are for a given situation and key people to influence. Includes understanding who is likely to support or resist the initiative, and why |
| Leadership Competency 2 | Competency Label: Leading Courageously Competency Description:Believing in one’s self, own judgement, skills and experience, and using this self-confidence to challenge others for the benefit of Standard Bank. Proficiency Level Description:1 Has self-confidence to make decisions and take ownership for them; Has confidence in own decisions and judgement. Takes ownership and drives initiatives. |
| Leadership Competency 3 | 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:1 Seeks to understand the organisation; Gathers input on internal perspectives to move forward. Tries to understand how and why things happen in the Bank and how to influence within the Bank. Proactively seeks this information |
| Additional Job Dimensions | |
| Typical direct reports for this job* | Number: No direct reports Job |
| Financial accountability* | Type of Budget:No Budget Managed |
| Work environment*
|
Working Conditions 1: Regular overtime may be required Working Conditions 2: Domestic/local travel may be required Physical Requirements: Open plan office Physical Requirements: Noisy environment |
III. COMMENT POSTULER ?
Les personnes intéressées sont priées d’adresser leurs candidatures par e-mail à l’adresse électronique –info@standardbank.cd en reprenant l’intitulé du poste en objet de leur e-mail. Les dossiers comprendront uniquement une lettre de motivation ainsi qu’un Curriculum Vitae détaillé à jour renseignant les numéros de téléphone et adresses e-mails d’au moins trois personnes de référence.
Seuls les candidats de nationalité congolaise remplissant les critères susmentionnés seront considérés pour la suite du processus.
La date de clôture pour la réception des candidatures est fixée au vendredi 08 novembre 2019 à 17h00’.
La Direction des Ressources Humaines
