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 Summary
The Manager, AI and Decision Science is a strategic and operational role within the Human Capital (HC) function, responsible for building and embedding advanced analytics, artificial intelligence (AI), and emerging AI into Human Capital (HC) strategies, platforms, and workflows. The role ensures that AI capabilities deliver measurable impact on Human Capital and People driven decision-making including workforce planning, talent management, efficiency and employee experience. It is both a strategic enabler and operational integrator, designed to position the HC function as future-fit, data-driven, and digitally enabled.Job Description
Key Focus Areas
Piloting and monitoring emerging AI and Analytics technologies relevant to HC.
Strategic implementation of AI and advanced analytics and decision science in HC.
Oversight of integration of AI solutions into HC platforms in alignment with technical partners.
Cross-functional collaboration and adoption across HC COO, CoEs, HC Tech, ITO and delivery partners.
Performance measurement and continuous optimisation of AI initiatives.
Talent development, capability building, and fostering an innovation culture.
Assurance of governance, data integrity, and ethical AI practices.
Key Accountabilities
1. Innovation & Emerging Technology
Work in alignment with the AI strategist to continuously scan the external environment for emerging AI tools, platforms, and techniques relevant to HC.
Pilot and experiment with new solutions, balancing innovation with risk and governance guardrails.
Promote an internal culture of experimentation (e.g. hackathons, proof-of-concepts) within the AI / Analytics team and across HC.
Contribute thought leadership on AI in HC, positioning the organisation as a progressive, future-fit employer.
2. Strategic AI, Decision Science and Analytics Leadership
Develop and execute a 1–2 year roadmap for AI and analytics aligned to HC and enterprise digital transformation priorities.
Translate organisational goals into AI-enabled HC strategies that enhance decision-making, workforce planning, efficiency and employee experience.
Identify and prioritise high-value use cases across HC (e.g. talent acquisition, skills mapping, attrition, performance, mobility, learning) in alignment with the HC AI CoE.
Horizon-scan industry trends, generative AI, and future-of-work technologies, advising HC leadership on risks and opportunities.
3. AI and Decision Science Integration & Solution Delivery
Oversee the design, development, and integration of independent AI/ Machine Learning (ML) models into HC workflows, systems (HCIS, LMS, talent platforms), and data pipelines.
Ensure AI solutions are scalable, modular, and aligned with enterprise architecture and data governance standards.
Collaborate with HC Tech, Group Technology, and data teams to deploy reusable AI assets (APIs, models, dashboards) for sustainable adoption.
Manage/ oversee vendor relationships and external partners to evaluate and integrate third-party AI solutions where relevant.
4. Cross-Functional Collaboration & Adoption
Partner with HC CoEs, CPOs, HC COO and Technology teams to identify, scope, and deliver AI-enabled initiatives.
Act as a bridge between technical specialists (data scientists, ML engineers) and business leaders to ensure alignment and adoption.
Lead stakeholder engagement, building trust in AI solutions though workshops, demos, and clear communication of value.
Drive change management strategies to embed data-driven decision-making and digital-first mindsets across HC.
5. Performance Evaluation & Optimization
Define success metrics and performance frameworks for AI initiatives (accuracy, adoption, ROI, user experience).
Implement monitoring and feedback loops to refine models, improve outcomes, and optimise solutions.
Regularly report on impact and recommend enhancements to maximise business and workforce value.
6. Team Leadership & Capability Building
Lead, mentor, and develop AI Research Scientists, Machine Learning Engineers and Data Scientists, setting clear OKRs and performance standards.
Foster a culture of collaboration, innovation, and continuous learning within the team.
Build broader HC capability by upskilling HC professionals in AI fluency, analytics, and digital tools.
Champion a growth mindset and ensure sustainability of AI knowledge and practices across HC.
7. Governance, Risk & Ethical AI
Define and enforce best practices for data quality, privacy, fairness, and responsible AI use in HC, in alignment with Group, the HC AI strategist and the AI CoE.
Ensure compliance with regulations and policies (e.g. GDPR, POPIA, internal governance standards).
Monitor model performance for drift, bias, and unintended outcomes; lead recalibration and improvements.
Establish transparent KPIs, explainability frameworks, and reporting mechanisms for AI-driven decisions.
Knowledge & Skills Required
Technical & Analytical
Strong knowledge of AI/ML concepts, model lifecycle management, generative AI, NLP, and data science methods.
Proficiency with data science tools e.g. Python, R, SQL, Data Bricks and cloud platforms e.g. AWS, Azure, GCP.
Understanding of Human Capital Management processes and systems (e.g. Workday, SAP SuccessFactors), talent platforms, and workforce analytics systems.
Experience in data governance, data privacy, and ethical AI frameworks.
Strategic & Conceptual Thinking
Ability to conceptualise multi-year strategic initiatives and align them with HC strategy and enterprise digital transformation.
Strong business acumen and understanding of HC operating models, workforce dynamics, and future-of-work trends.
Systems thinking approach to integrate across HC domains and anticipate interdependencies.
Leadership & Collaboration
Proven ability to lead cross-functional teams and manage technical professionals.
Excellent communication and influencing skills to bridge technical and business audiences.
Experience in change management and driving adoption of digital/AI initiatives.
Future-Fit Capabilities
Curiosity, adaptability, and resilience in navigating emerging technologies and ambiguity.
Commitment to continuous learning and staying ahead of AI and HC tech trends.
Strong ethical compass, integrity, and commitment to fairness in AI use.
Qualifications & Experience
Master’s degree (or higher) in Data Science, Computer Science, Statistics, or a related quantitative field (or equivalent experience).
5–8+ years’ experience in AI plus Insights/ predictive analytics roles, with exposure to HC or workforce-related applications.
Track record of delivering scalable AI / Analytics/ Insights projects in large, complex organisations.
Education
Bachelor`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.
Absa Bank Limited reserves the right not to make an appointment to the post as advertised
Absa Group Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Absa Group and has not been reviewed or approved by Absa Group.
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Healthcare Strength — Medical aid, group life, disability, and funeral cover are described as comprehensive, with features such as terminal‑illness advances and beneficiary grocery benefits. Wellness and assistance offerings support overall financial and personal wellbeing.
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Retirement Support — A pension fund and group retirement arrangements are positioned as core benefits within fixed remuneration. Retirement coverage is embedded alongside other protections as part of standard employment.
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Equity Value & Accessibility — Employee share‑ownership (eKhaya) and equity‑linked awards broaden wealth‑sharing, with dividends or cash‑equivalent participation in some markets. This provides longer‑term value beyond base pay.
Absa Group Insights
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What We Do
Absa Group Limited (Absa) has forged a new way of getting things done, driven by bravery and passion, with the readiness to realise growth on the African continent and beyond. We’re a truly African brand, inspired by the people we serve in Botswana, Ghana, Kenya, Mauritius, Mozambique, Seychelles, South Africa, Tanzania, Uganda, and Zambia. We also have representative offices in China, Namibia, Nigeria and the United States, as well as securities entities in the United Kingdom and the United States, along with technology support colleagues in the Czech Republic.
