SUMMARY:
Head of Talent and Organisational Effectiveness
POSITION INFO:
Head of Talent and Organisational Effectiveness
Cape Town
Onboarding
Talent Management
Performance and Goals Management
Succession planning
Change Management
Partner with the HR Team to drive talent management strategies, tools and processes to meet current and future business needs. Responsible for diversity and inclusion as well as organisation design and development activities.
The key aspects of this role: Talent Management, Transformation and Organisational Development Effectiveness.
Talent Management
Develop talent management framework in partnership with the HR leadership team. Establish collaborative relationships with the team and business leaders in order to execute talent programs and initiatives to support the strategic objectives.
• Strategic partnership with business unit leaders to drive talent management and leadership development strategies, tools and processes in the disciplines of performance management, succession planning, talent assessment, coaching, development planning, and competency identification to develop leaders to meet the current and future business needs of the business.
• Act as a consultant with the business leaders to define skills, capabilities and future needs that strengthen the organization for continued growth.
• Build and improve leadership capabilities that are tied to the company’s strategic objectives and goals. In addition, evaluate and monitor all programs to ensure objectives are met.
Talent Acquisition
• Design, implement and maintain the company’s talent acquisition strategy, frameworks, practices and process including onboarding in partnership with the HR leadership team and management.
• Support the HRBP teams with the development of talent pipeline to meet the business’s short- and long-term business strategy through various strategies including external talent mapping.
• Oversee job fairs, graduate recruitment drives, identifying potential bursars in partnership with the L&D manager.
• Ensure the appropriate and cost-effective agencies, screening processes and assessment tools are used.
• Facilitate individual leadership, career and talent assessments as appropriate using a variety of tools.
• Evaluate and maintain leadership and technical competency models that facilitate the assessment of employees against these competencies. Based on competency evaluation, partner with the L&D manager to provide for development plans.
• Provide trend analysis and reporting on recruitment statistics and talent
Performance Management
Planning an implementation of the performance management framework.
Analyse and report on performance trends, and recommend appropriate actions.
• Develop and facilitate enablement sessions to support HRBPs, management and staff on the performance management process and system.
• Analyse development requirements resulting from performance management discussions in partnership with the L&D manager, and ensure that relevant programs are in place to support development where necessary.
Organizational Development and Design
Identify and analyse organisation effectiveness opportunities in partnership with the HR leadership team and HRBPs, and recommend solutions that address business needs.
Lead the design, development, implementation and evaluation of corporate programmes to drive the culture required to achieve the business.
Support the organization in areas of organisational redesign, team development and change management.
Provide support through HR and manger enablement on leading & managing change as well as guidelines to implement change
Manage the monitoring of company culture through employee engagement survey and other methods to supports the company’s goals and promote employee engagement, in partnership with the HR team.
Diversity and Inclusion
Responsible for workforce transformation through employment equity in alignment in alignment with the strategic goals and regulatory requirements (EE, SD, BBBEE, FSC, etc.).
• Consult and partner with relevant stakeholders in implementation of the diversity and inclusion programmes and initiatives.
• Drive employment equity, diversity and inclusion programs in partnership with the HR team and business leaders
• EE and FSC reporting for internal and external purposes.
• Coordinate EE barriers and affirmative action measures.
• Participate in the necessary forums such as the Compliance and Transformation forum and communicate requirements to relevant parties for follow-through.
Organisational Effectiveness
• Apply leading edge frameworks, methods, practices and tools to improve enterprise organizational effectiveness.
• Dive deep into the team’s processes and use data and clear metrics to drive decisions.
• Identify and recommend opportunities to improve systems, processes, and resource allocation across the company.
• Execute proactive employee engagement programs to ensure high levels of leadership credibility and business performance.
• Create and lead strategies to support and enable a positive and engaged work environment.
• Creation and oversight of talent, career development and performance management programs
Leading organizational design discussions to evaluate efficiency, effectiveness and productivity
Partnering with Talent Acquisition, Hiring Managers and Department leaders to ensure roles and responsibilities are clearly defined and that our L&D programs are designed to advance competencies and excellence in role
Minimum Requirements:
Master’s Degree in Industrial/Organizational psychology
A minimum of 5 - 8 years’ experience in a talent development/ Learning & Development leadership role
Experience in the financial services sector
Understanding of and experience in the following disciplines:
Organisational Effectiveness
Organisational Engagement
Organisational Design
Change Management
Leadership Management
Competencies
Translate the business strategy into company, department and individual goals.
Introduce culture and climate practices within the organisation that contributed towards a high-performance culture that is inclusive and where employees are engaged and highly productive.
Understands core business processes related to the role (i.e. performance management, culture initiatives, learning and development, assessments).
Manages change effectively within the organisation
Expert in organisational development business
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