• Bachelor’s degree in computer science, information systems, computer engineering, systems analysis or a related discipline (NQF Level 6).
• TOGAF/ZACHMAN certification.
• 7 to 10 years of experience in at least two IT disciplines (such as technical architecture, network management, application development, middleware, information analysis, database management or operations) in a multi-tier environment or five years of experience in business analysis or business strategic planning.
• Or Additional 8-10 years extensive experience and knowledge in ICT technologies, a minimum of 3 more years at managerial level.
• Core managerial functions such as budgeting and team management.
o Architecture, applications systems design, integration and multiple core business functions and IT areas.
o Information Architecture, Technical Architecture, Enterprise Architecture, Business Architecture and Applications Architecture and how all work together to support an effective Enterprise Architecture and EA strategy.
o Familiarity with basic information management practices.
o Banking platforms.
o Banking Industry standards.
o Emerging technology, processes, methodologies and practices.
o Management and supervisory principles and techniques.
• Banking products and platform capabilities.
Leading the Architecture and Strategy team in:
• Detailing and publishing the IT strategy and enterprise reference architecture, guidelines and standards for designing and developing target state capabilities.
• Assisting the Enterprise Capability Management with evaluating architectural alternatives and selecting approaches for provisioning new enterprise capabilities (build / buy / partner).
• Guiding, reviewing and approving solution architectures to minimize redundancies and align new solutions with standards, reusable/platform components and overall target architecture
• To bring business understanding and context to IT enabled solutions and thereby ensuring business requirements and needs are met.
• Overall application and infrastructure systems design.
• Manage performance of direct reportees ensuring agreement of annual goals, measuring performance against agreed goals and dealing with non-performance accordingly
• Talent management of direct reports, incl. career developments and paths for all staff and succession planning for key positions