Head of Talent Management | Sandton
Our client is one of South Africa’s leading financial service providers in short-term insurers, a long-term insurer, health insurance as well as an insurance and personal finance comparison platform is now looking for an exceptional individual for the role of Head of Talent Management
- Functional Strategy Formation - Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
- Internal Client Relationship Management - Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
- Organizational Design - Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
- Organization Structure - Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization's mission and business objectives.
- Transformational Change Management - Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
- Information and Business Advice - Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game- making expertise and overall organization capability.
- Compensation and Benefits Program Design - Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
- Learning and Development Program Design - Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
- Talent Development - Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
- Policy Development & Implementation - Develop a comprehensive policy framework for a significant area of the business, and oversee it's implementation.
- Stakeholder Engagement - Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
- Budgeting - Take overall responsibility for setting and approving budgets that achieve organizational strategy.
- HR Data Analytics and Insights - Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
- Leadership and Direction - Communicate the talent development and L&D strategy and its relationship to the organization's mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization's business goals.
- Organizational Capability Building - Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
- Performance Management - Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
- HR Frameworks and Tools - Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
- HR Data Management and Performance Improvement - Specify and lead the implementation of data requirements for the HR function to meet the organisation's management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. onsult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.
- Change Management - Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.
- Manages Complexity - Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, sees the systematic elements of issues' the major connections, linkages, and interdependencies. Ensures the organization has reliable ways to gather needed information.
- Business Insight - Applies knowledge of business and the marketplace to advance the organization's goals. For example, maintains ample, up-to-date business and industry knowledge in order to make sound decisions for the organization. Understands the policies and other external factors affecting the organization.
- Strategic Mindset - Sees ahead to future possibilities and translates them into breakthrough strategies. For example, keeps business strategies up to date to address evolving dynamics in the market and organization. Leverages key differentiators in the market. Aligns the strategies of different business units to address long-term opportunities.
- Plans and Aligns - Plans and prioritizes work to meet commitments aligned with organizational goals. For example, takes steps to coordinate and align plans across workgroups; supports strategic objectives with aggressive yet realistic time frames; shares some critical objectives to help with prioritizing and planning.
- Balances Stakeholders - Anticipates and balances the needs of multiple stakeholders. For example, ensures that the organization can balance the needs of multiple stakeholder groups. Speaks clearly about the need for the organization to adhere to strong ethics and show cultural savvy when working with internal and external stakeholders.
- Collaborates - Builds partnerships and works collaboratively with others to meet shared objectives. For example, promotes a culture of collaboration across boundaries, where people can express themselves honestly; addresses major barriers to collaboration. Seeks out a broad range of perspectives to address issues.
- Drives Vision and Purpose - Paints a compelling picture of the vision and strategy that motivates others to action. For example, provides clarity around the organization's vision, mission, and values, and the positive impact the organization can have on customers, society, etc. Instills a sense of energy, optimism and purpose.
- Ensures Accountability - Holds self and others accountable to meet commitments. For example, emphasizes accountability, measures organizational performance against goals, addresses poor team performance, does not accept blaming others or excuses.
- Instills Trust - Gains the confidence and trust of others through honesty, integrity, and authenticity. For example, is a role model for honesty and transparency, promoting trust in the organization and its leadership. Demonstrates dependability and builds an organization with a reputation for living up to its commitments.
- Manages Ambiguity - Operates effectively, even when things are not certain or the way forward is not clear. For example, champions change and rallies people to take swift and effective action; offers a clear path forward. Discerns and capitalizes on promising opportunities during ambiguous times.
- Develops Talent - Develops people to meet both their career goals and the organization's goals. For example, shows strong commitment to the development of the organization and all its employees; takes personal accountability to ensure ongoing development practices; creates opportunities to mentor key talent.
- Action Oriented - Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. For example, finds and leads the organization to pursue new business opportunities. Encourages others to move quickly, removes barriers to others' initiatives. Personally shows high energy and commitment.
- Builds Effective Teams - Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. For example, builds a leadership team that advances organizational strategies. Enables cross-functional teamwork; builds team spirit across the organization. Models teamwork; partners well with a wide range of leaders.
- Directs Work - Provides direction, delegating, and removing obstacles to get work done. For example, provides the support people need to achieve objectives and move initiatives forward. Identifies and addresses current and potential barriers to optimal performance. Stays informed on organizational progress toward key goals.
- Being Resilient - Rebounds from setbacks and adversity when facing difficult situations. For example, exhibits great composure during crisis situations and helps foster resilience and determination throughout the organization. Is a role model for dealing with hardships, and helps the organization learn and grow from the experiences.
- Resourcefulness - Secures and deploys resources effectively and efficiently. For example, coordinates and balances the use of resources and activities across the organization to accomplish objectives. Highlights the need for resource management and holds others accountable for the appropriate use of resources.
- Planning and Organizing - Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
- Action Planning - Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on developing appropriate plans or performing necessary actions based on recommendations and requirements.
- Data Collection and Analysis - Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
- Organization Design and Development - Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
- Policy and procedures - Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
- Verbal Communication - Acts with expertise as the organization's authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
- Assessment - Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
- Learning and Talent Development - Applies expertise to act as the organizational authority on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
- Managing Change - Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
- Policy and Regulation - Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
- Policy Development and Implementation - Uses expertise to act as organizational authority on developing and implementing policies.
- Presentation skills - Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
- Project Change Management - Uses comprehensive knowledge and/or skills to act independently while providing guidance and training to others on identifying, managing and controlling project-related changes.
- Review and Reporting - Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.
- MA (Industrial Psychologist) or Bachelor’s degree in a related field;
- Post graduate degree in organizational psychology, organization behavior, or organization development (Essential)
- minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.
- minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.