Human Capital Executive - Cape Town - equity requirement

SUMMARY:
Human Capital Executive - Cape Town - equity requirement

POSITION INFO:

Human Capital Executive: Cape Town

Role Purpose

The purpose of the role is to strategically partner with the Companies’ Executive Team, Group Human Capital and HC Business Unit Executives to align the People strategy with business priorities in order to implement innovative and holistic HC solutions that empower the business to achieve its strategic objectives.

The HC Executive is a business leader and strategic partner for the CEO on key matters such as purpose, culture, talent management, leadership development and employee experience, ensuring that the People strategy enables business success and optimal performance. This is a role that requires deep relationship intelligence, the ability to influence at all levels, collaborate with several stakeholders and the insight to navigate complex organisational dynamics with precision and care. Although the implementation of HC Solutions within the business is driven through strong partnership with the Group Chief People Executive and Group Human Capital, there will also be clear authority in decision-making within this role.

Key Responsibilities:

Responsible for the formulation of the Human Capital Strategy, and its’ alignment with the Group People Strategy, in partnership with the Executive Team.

Develop and apply an integrated, and systemic approach to deliver strategic people solutions which align with the business purpose and impact strategy, encompassing all aspects of the HC value chain. This will include the full employee lifecycle, from talent attraction, capability building, talent development to succession planning, total reward, organisational effectiveness, employee wellness, transformation, employee relations, recognition, performance management, and employee retention.

Influence and lead the implementation of comprehensive practices, policies, projects and interventions within the business in a collaborative way, ensuring a holistic approach which considers organisational effectiveness, culture, and employee experience, while aligning with business priorities.

Shape and embed a culture that enables the business to live the organisational purpose and delivers on the Impact strategy.

Foster strategic partnerships with senior business leaders, Group Human Capital and Business HC Executives that will facilitate effective collaboration, shared understanding and excellent execution of the People Strategy.

Influence and drive the Employment Equity agenda at an executive level to achieve targets and the objective of authentic transformation.

Ensure business deliverables are executed within timelines and contribute to meeting business needs while also aligning with Broad-Based Black Economic Empowerment (BBBEE) goals to support the organisation''''''''''''''''''''''''''''''''s BBBEE scorecard.

In partnership with Group Human Capital, responsible for the implementation of leadership architecture for the business.

Coaching and business consulting to senior leaders and colleagues to enable sustainable delivery of the business strategy.

Create a future-ready workforce (talent management and succession strategy). Prioritise capability building and development, future skills, and talent acquisition to ensure readiness for the future.

Implement innovative HC solutions aimed at managing organisational change, engaging employees, increasing organisational effectiveness and strategically managing talent.

Drive digital transformation within the HC function, in partnership with Group Digital & Technology, such as leveraging AI in different HC solutions.

Guide, direct and influence all internal communication and interventions that impact culture, engagement, leadership excellence and employee experience driven from a Group level.

Participate with impact in relevant committees and forums (i.e. HC Leadership Exco, Exco and other relevant key leadership forums etc.)

Ensure Human Capital governance practices are adhered to, establishing reliable and accurate Human Capital data for effective decision-making and reporting.

Responsible for the compilation of the Human Capital scorecard, monthly reports, and other related metrics, providing insights into Human Capital performance and contributing to data-driven decision-making.

Drive and/or influence strategic business projects that impact efficiency such as cost optimisation (LEAN thinking), client experience, culture, organisational design and structure alignment.

Client Focus:

Build strong, trust-based relationships with executives and stakeholders to align Human Capital strategies with business needs.

Drive engagement and internal communication initiatives that enhance employee experience and translate into superior client service.

Serve as a trusted advisor and coach to senior leaders on people matters, ensuring compliance and relevance.

Assess Human Capital service delivery through regular interactions with stakeholders, evaluating effectiveness, and identifying areas for improvement to enhance service delivery and stakeholder satisfaction.

People (Team) Focus:

Master the human dynamics of change: guide the organisation and its leadership teams through transformation by balancing rational business needs with emotional and relational dynamics.

Embed psychological safety and belonging to create an environment where employees feel valued, engaged, and empowered to do their best work.

Select and recruit suitably qualified talent in line with our Culture behaviours, building an authentically transformed and diverse workforce profile for the business.

Demonstrate exemplary leadership behaviour, through personal involvement, commitment and dedication in support of the six culture behaviour themes.

Strengthen cross-functional relationships and influence organisational dynamics to drive high performance and alignment.

Finance Focus:

Align Human Capital budgets with business strategy, ensuring efficient resource use and cost optimisation.

Oversee expenditure, manage financial risks, and ensure compliance with financial policies and regulations.

Identify cost-effective solutions, enhance operational efficiency, and monitor financial impact of HC initiatives.

Qualifications and Experience Required:

A relevant master’s degree (e.g., industrial/organisational psychology, human resources, business administration, or behavioural science).

Professional accreditation: Preferably registered as an industrial psychologist (or equivalent)

15+ years in human capital, organisational development, or business leadership, with at least 8-10 years in an executive-level role.

Proven expertise in organisational psychology, leadership development, cultural transformation, and employee experience.

Experience navigating complex, multi-stakeholder environments with high levels of influence and relationship management.

Strong track record of leading change and transformation, embedding new ways of working, and aligning people strategy with business goals.

Demonstrated ability to partner with senior executives, providing strategic guidance on leadership, culture, and people performance.

Deep understanding of behavioural science, organisational dynamics, and systems thinking to drive sustainable impact.

Previous experience in leading a Human Capital function within a federated operating model ecosystem would be an advantage.

Competencies:

Commercial thinking & business acumen

Business coaching and consulting

Client/ stakeholder management

Drive for results

Strategic thinking and developing a strategy

Leads change and innovative thinking

Leadership impact and influence

Collaboration and partnership building

Emotional maturity and self-awareness

Empathy and active listening

Service orientation

Resilience, flexibility, and agility

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