Team Manager - Cash Cycle Management

Your responsibilities

Service Delivery Responsibilities:

• Organize and monitor current operations so that the team meets our Service Level Agreements (SLAs) and follows the agreed process

• Assign tasks / workflows to team members and manage workloads

• Use active & visual management to make sure that business requirements, SLAs and quality measures are understood by the team and are the focus of their daily work

• Delegate work in a way that ensures that all colleagues have a clear understanding of their tasks, responsibilities, client requirements and priorities

• Measure the level of internal client satisfaction, taking corrective action where necessary

• Check work from other team members, including regular spot checks to ensure quality is high

• Work closely with Stakeholders to ensure that all work is carried out in a timely manner and to a high standard

• Feeding back suggestions and improvements in working processes to Stakeholders

• Ensure that processes are documented and that knowledge is captured, documented and shared within the team

• Provide support for the team members in communicating issues to other teams and ensuring timely resolution

• Respond to and remove any issues that negatively impact the team's ability to work efficiently, e.g. IT issues, communication breakdowns

• Ensure that the team is aware of and can respond to risks that may impact service delivery

• Ensure that team members record their working time accurately

Change Management Responsibilities:

• Analyze data on the output of the team's work and identify issues or trends connected to errors, time-consuming tasks, under or over capacity

• Engage the team in identifying processes, tools and documentation that can be improved, and encourage team members to suggest and implement ways to enhance service delivery

• Develop a culture of continuous improvement within the team

• Coordinate any projects that impact your team, ensuring that the project delivers the required result

• Manage the transition of work to your team

People Management Responsibilities:

• Initiate and participate in recruitment processes to fill any team vacancies

• Make rounded hiring decisions by checking that candidates have the right level of motivation, competence, technical know-how and communication skills to be valuable members of the team

• Set performance goals for colleagues based on the SMART model and make sure that they are recorded in the Talent and Reward System (TRS)

• Keep track of colleague performance and intervene appropriately if and when performance does not meet expectations. Keep records in TRS of colleagues’ performance

• Hold monthly 121s with your colleagues to review performance, discuss issues, share feedback, discuss progress towards goals, plan upcoming actions and appreciate colleague’s efforts

• Evaluate and rate colleagues' performance at the end of each year, ensuring they receive accurate written feedback

• Make use of a development map to assess a colleague's current skill level

• Assign the colleague to work shadowing, self-study or training to resolve any skill gaps

• Hold a development conversation with colleagues about their career aspirations and agree long-term development goals and activities that will help the colleague move their career forward. Make sure these goals are recorded and tracked in the Development Plan in TRS

• Assign development activities for colleague based on the 70-20-10 model. Make sure that these activities are recorded in the Talent Profile > Development section of TRS

• Maintain the 'talent status' of colleagues in the TRS tool, making sure your manager is aware of key talents within your team. Work with your manager / Talent Development to ensure that key talents have an appropriate development plan

• Prepare, regularly review and update succession plans for the team

• Manage absences in the team in accordance with work volume and HR policy

• Promote a pro-active and responsible culture within the team based on professional sta

Our requirements

What we offer

Aon is in the business of better decisions

At Aon, we shape decisions for the better to protect and enrich the lives of people around the world.

As an organization, we are united through trust as one inclusive, diverse team, and we are passionate about helping our colleagues and clients succeed.

How we support our colleagues

In addition to our comprehensive benefits package, we encourage a diverse workforce. Plus, our agile, inclusive environment allows you to manage your wellbeing and work/life balance, ensuring you can be your best self at Aon. Furthermore, all colleagues enjoy two “Global Wellbeing Days” each year, encouraging you to take time to focus on yourself. We offer a variety of working style solutions, but we also recognise that flexibility goes beyond just the place of work... and we are all for it. We call this Smart Working!

Our continuous learning culture inspires and equips you to learn, share and grow, helping you achieve your fullest potential. As a result, at Aon, you are more connected, more relevant, and more valued.

We provide individuals with disabilities reasonable accommodations to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment in accordance with applicable law. Please contact us to request an accommodation on [email protected]

Aon values an innovative, diverse workplace where all colleagues feel empowered to be their authentic selves. Aon is proud to be an equal opportunity workplace.