142 Employee Experiences jobs in South Africa

Coordinator of Youth Mission & Service Experiences

Springs, Gauteng Chicagopresbytery

Posted 16 days ago

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Job Description

Coordinator of Youth Mission & Service Experiences - Presbyterian Church of Western Springs - Western Springs

Position type: Coordinator of Youth Mission & Service Experiences

Coordinator of Youth Mission and Service Experiences

 Job Description

Employer: Presbyterian Church of Western Springs

Position: Coordinator of Youth Mission and Service Experiences

Job Type: Hourly, 10 hours/month

Supervisor: Pastor and Elder of Faith Formation

Job Summary:

The Coordinator of Youth Mission and Service Experiences is responsible for overseeing middle school and high school youth in mission and service experiences. The Coordinator will have input and provide hands-on oversight of periodic youth service events aimed at building relationships. In addition, the individual will identify and supervise mission projects including the youth mission trip each summer. It is anticipated that the position will require 10 hours per month. Much of the time will require an on-site commitment but some of the duties can be completed from home.

Responsibilities:

  • Cultivate relationships with and among Junior High and High School youth
  • Initiate external connection points with youth quarterly (attend some of their activities, Starbucks, spontaneous special outings)
  • Coordinate opportunities for service hours
  • Recruit youth advisors
  • Coordinate annual Youth Sunday worship and mission trip fundraisers
  • Provide primary leadership of the annual group mission trip and participate in the trip

Education and Experience:

  • Bachelor’s Degree preferred
  • Experience working with youth 12-18 years of age
  • CPR and First Aid certification (certified or willing to obtain)
  • Safe Space training will be required and provided
  • Passion for working with youth ministry and mission work
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Head: Talent Management

Gauteng, Gauteng JSE Limited

Posted 5 days ago

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Job Description

workfromhome

Job category: Human Resources and Recruitment

Contract: Permanent

Remuneration: Market Related

EE position: Yes

About our company

WHY JOIN THE JSE? The JSE recognises that its success and strength depend on the quality of its employees. We are committed to fostering a culture of continuous learning and high standards of performance. Our employee wellness programme is designed to encourage work-life balance for employees. We naturally seek to empower staff and encourage diversity and opportunities for all.

Introduction

To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of JSE objectives in driving the HR strategy within the JSE.

Results Delivery

  • Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year
  • Deliver on the Annual Talent Management Strategy to ensure success of JSE objectives.
  • Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly.
  • Plan and implement resources in a cost-effective manner while still meeting timelines and standards.
  • Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance.
  • Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance the JSE's competitiveness
Stakeholder Relationship Management
  • Build and maintain internal and external client relationships to meet business needs
  • Engage with stakeholders continually to ensure needs to meet and satisfaction achieved
  • Build professional networks to ensure best practice people solutions
  • Build strategic JSE, industry and/or global networks of thought leaders and relationships utilising social media and attending conferences and training interventions
Manage L and D, Career Management, Performance Management, DEIB & Employment Equity
  • Develop and position L and D strategies to deliver on Transformation and JSE objectives
  • Manage own and team delivery against annual delivery plan and set timelines, identify obstacles to delivery and take appropriate action where required.
  • Ensure sustainability from a skills perspective by aligning relevant interventions to prevalent development gaps.
  • Ensure management of the end to end training process to meet strategic objectives, stakeholder requirements and mitigate risks
  • Source and select external vendors to deliver on identified people development solutions
  • Define vendor Service Level Agreement and expectations and ensure compliance in line with our expectations
  • Ensure training analysis and feedback is obtained and scrutinised to ensure training objectives have been met and vendor quality is managed.
  • Analyse L and D information to provide trends and information to HR team for use in their business areas
  • Review and authorise all training and sponsored education requests and bursaries to ensure relevance including alignment to L and D strategy and within budget.
  • Ensure correct recording and allocation of all expenses as per budget.
  • Compile and submit legislative report within set timelines such as Workplace Skills Plan Annual Training Report, FASSET grants, etc. to meet legislative requirements and obtain any due skills development refunds.
  • Manage BBBEE Skills Development Mandates for maximising scorecard
  • Manage JSE Empowerment Fund (JEF) Bursaries trust mandate updates and budgeting process
  • Manage and execute bursar selection and funding process in line with trust mandates
  • Provide input and support to Talent and HR team across the Integrated Talent Framework to deliver on initiatives and projects in support of the HR strategy
  • Build visibility and credibility of People Development and Career Management functions within JSE through communication, sharing, engaging and delivering
  • Assist line management and HRBPs with career management and leadership development
  • Market the coaching and mentoring offering to HRBPs and Line management
  • Propose and drive Leadership development interventions to enable talent development and mobility at the relevant roles
  • Provide development consulting to determine leadership needs and monitor delivery
  • Direct and support talent /people days through proper talent, succession and retention as preparation for Board Discussions
  • Ensure implementation for a ready now bench-strength through targeted and accelerated leadership development.
  • Promoting the levels of insightful career conversations, coaching and mentoring opportunities within divisions
  • Design and develop frameworks, methodologies, standards and policies for Career management
  • Design, develop and implement career maps across the JSE utilising the Job Family Frameworks and stakeholder engagement
  • Design and implement career management policy, practices and documents and communicate, educate on and monitor resulting processes and cycles
  • Design and develop frameworks, methodologies, standards and policies for Performance Management
    Implement and manage Performance Management policy - Contracting, 360 Feedback process, Mid-year and Final Year reviews
  • Manage the Employment Equity and DEIB Function for the organisation.
  • Design and Develop DEIB Strategies as well as execute an implementation plan.
  • Ensure compliance with the Employment Equity Act of 1998, that is aligned to the JSE Transformation Plan as well as develop new EE Plan in line with National Transformation policies and mandates
  • Ensure EE committee in place and quarterly consultative meetings are held and compile annual EE Reports and timeous submission in line with the EE Act.
Self and Team Management
  • Improve personal capability and professional growth relating to field of expertise, in line with JSE objectives by discussing development needs and proposed solutions with management
  • Keep abreast of changes in legislation or standards by conducting research and utilising networks
  • Upskill team and other professionals by sharing knowledge and research results
  • Epitomise living the JSE values, displaying professional conduct and adherence to required technical standards
  • Ensure all team members understood and supported JSE vision and divisional strategy
  • Take accountability for making others successful by removing obstacles to team performance and success
  • Participate in recruitment processes to ensure selection contributing to success of team
  • Ensure on boarding process is followed for all new hires and transfers to embed the JSE values and cultures
  • Ensure self and team members has required skill and professional/ technical expertise by assessing gaps and development areas and creating development plans
  • Ensure each team member has a job profile that profiles team member with a view of full performance in the job
  • Create performance agreement for each team member with measurable goals and objectives so that they understand how their performance will be viewed, recognised and rewarded
  • Conduct performance review sessions with team members to review performance and progress against targets and agree on appropriate action required to meet targets or standards
  • Engaged with team in such a way that the feel motivated to achieve better performance feel respects and diversity valued
  • Provide direction into research and benchmarking exercises in order to deliver best practice human capital development solutions
  • Analyse, develop and implement improvement and innovative ideas and value adding solutions contributing to divisional and JSE results
  • B Com Degree in HR/ Business Management or related qualification
  • Honours Degree in HR/Business Management or related qualification
  • Registration with SABPP and/or IPM would be advantageous
  • 8 - 10 years of experience as a Head of Talent / HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a senior level
Knowledge and Skills required
  • Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management
  • Business Communication: Client service, communication strategies, business writing and terminology
  • Technical Proficiency: MS Office & standard software applications
  • Analytics & Research: Salary benchmarking and research methodology
  • Administration & Planning: Office procedures, resource/capacity planning, change management

What’s in it for you:

The lifeblood of the JSE is our PEOPLE who are at the heart of all that we do. In the spirit of one heartbeat, one and an incredible employee experience. Our commitment to professional growth, coupled with a culture of collaboration and respect, empowers our team to achieve excellence. We live by our core values:Connecting for Co-Creation , where teamwork and shared ideas drive success;Growing Together , ensuring that as our company evolves, so do our people; andServant Leadership ,growing people to reach their full potential.

We offer a range of benefits designed to support your well-being and professional development, including:

  • Hybrid ways of work for flexibility and balance
  • Market-related total cost to company remuneration package
  • Employee Assistance Programme for personal and professional support
  • Health and Wellness Initiatives , including wellbeing leave and a wellbeing allowance
  • Gender Neutral Parental Leave policy
  • Free onsite gym , and an onsite coffee & salad bar
  • Opportunities for participation in Leadership, Professional membership & conference/seminar attendance and Development Programs

Join us at JSE, where your career aspirations can become a reality, and together, we can shape the future of our industry.

#J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.

Talent Management Consultant

Midrand, Gauteng IOCO

Posted 9 days ago

Job Viewed

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Job Description

We are seeking for an experienced the Talent Management Consultant. The candidate will play a pivotal role in shaping and executing the organisation’s human capital strategy. The purpose of the role is to design, implement, and continuously enhance integrated talent management frameworks that enable the organisation to attract, develop, engage, retain, and deploy the right people to the right roles at the right time. The role spans across talent acquisition, workforce planning, succession management, learning and development, retention strategies, and advisory services to leaders. The consultant ensures that all talent practices support transformation, diversity and inclusion objectives, and comply with South African labour legislation and skills development frameworks.

What you'll do:

  • Workforce Planning: Help managers plan ahead by forecasting staffing needs and building a strong pipeline of skilled people aligned to business goals.
  • Smart Talent Sourcing: Use digital tools, social media, and partnerships with universities and colleges to find and attract the right people.
  • Fair and Inclusive Hiring: Ensure recruitment is based on skills and potential, while meeting Employment Equity (EE) requirements and promoting diversity.
  • Succession Planning: Identify and prepare employees to step into key roles, ensuring smooth transitions and business continuity.
  • Career Development Support: Work with staff and managers to create personalised development plans and promote internal growth opportunities.
  • Training and Skills Development: Design and deliver training programmes that close skills gaps and meet SETA and WSP/ATR compliance standards.
  • Digital Learning Promotion: Encourage the use of online learning platforms and bite-sized courses to make learning accessible and flexible.
  • Employee Engagement Retention: Use surveys and feedback to improve employee experience, boost morale, and retain top talent.
  • HR Advisory Support : Provide managers with expert advice and insights on talent management, team development, and workforce strategy.
  • Labour Law Compliance Best Practice: Ensure HR practices follow South African labour laws (LRA, BCEA, EE Act, Skills Development Act, POPIA) and reflect industry standards.

Your Expertise:

  • 4â€6 years†roven experience in Talent Acquisition, Management, Organisational Development, or Learning Development.
  • Demonstrated expertise in succession planning, workforce planning, and employee engagement.
  • Experience with SETAs, B-BBEE scorecard compliance, and EE reporting.
  • Proficiency in HRIS, ATS, and e-learning platforms.

Qualifications:

  • Bachelor†degree in human resources, Industrial/Organisational Psychology, or related field (postgraduate advantageous)

Other information applicable to the opportunity:

  • Permanent position
  • Location: Midrand

Why work for us?

Connected Industrial Eco-systems:

The organisation provides Industrial OT solutions to drive sustainability of our communities. With a community of specialist OT system integrators who span across all industry segments in Sub Saharan Africa and OEM partnerships we are able to Design and Build as well as Optimize Industrial connectivity. Connecting people with trusted information and insights to drive responsible use of the world†resources.

One of the leading Tech companies in the country:

  • The organisation fosters an inclusive work culture, we collaborate and solve together.
  • Great career development , an opportunity to work on great technology which creates value for our communities.
  • Values based organisation , with bold and courageous people centred leadership.
  • Opportunity to harness your skills and be innovative.

iOCO is an equal opportunity employer with an obligation to achieve its own unique EE objectives in the context of Employment Equity targets. Therefore, our employment strategy gives primary preference to previously disadvantaged individuals or groups.

This advertiser has chosen not to accept applicants from your region.

Head: Talent Management

Johannesburg, Gauteng wePlace

Posted 19 days ago

Job Viewed

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Job Description

Job Purpose
To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of company objectives in Driving the HR Strategy.

Minimum Qualification

  • B Com Degree Business Management/ HR
  • Honours Degree in Business Management/ HR
  • Registration with SABPP and/or IPM would be advantageous
Minimum Experience
  • 8- 10 years of experience as a Head of /Talent HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a Senior Level
Knowledge and Skills required
  • Sound knowledge of HR legislation, policies, and procedures.
  • Basic software applications (e.g., Outlook, Word, Excel, Access, Internet, Email)
  • Human Resources Information Systems
  • Performance Management
  • Administrative procedures and systems
  • Job evaluation
  • Salary benchmarking
  • Remuneration
  • Business terms and definitions
  • Business writing
  • Capacity planning
  • Change management
  • Client service strategies
  • Communication strategies
  • Research methodology
  • Resource allocation principles
Key Performance Area (KPA)
Results Delivery

  • Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year

  • Deliver on the Annual Talent Management Strategy to ensure success of company objectives.

  • Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly.

  • Plan and implement resources in a cost-effective manner while still meeting timelines and standards.

  • Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance.

  • Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance competitiveness

Should you not receive a response from us within one week of your application, your application has unfortunately not been successful.

This advertiser has chosen not to accept applicants from your region.

Head: Talent Management

Sandton, Gauteng JSE Limited

Posted today

Job Viewed

Tap Again To Close

Job Description

Job category: Human Resources and Recruitment

Contract: Permanent

Remuneration: Market Related

EE position: Yes

About our company

WHY JOIN THE JSE? The JSE recognises that its success and strength depend on the quality of its employees. We are committed to fostering a culture of continuous learning and high standards of performance. Our employee wellness programme is designed to encourage work-life balance for employees. We naturally seek to empower staff and encourage diversity and opportunities for all.

Introduction

To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of JSE objectives in driving the HR strategy within the JSE.

Results Delivery

  • Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year
  • Deliver on the Annual Talent Management Strategy to ensure success of JSE objectives.
  • Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly.
  • Plan and implement resources in a cost-effective manner while still meeting timelines and standards.
  • Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance.
  • Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance the JSE's competitiveness
Stakeholder Relationship Management
  • Build and maintain internal and external client relationships to meet business needs
  • Engage with stakeholders continually to ensure needs to meet and satisfaction achieved
  • Build professional networks to ensure best practice people solutions
  • Build strategic JSE, industry and/or global networks of thought leaders and relationships utilising social media and attending conferences and training interventions
Manage L and D, Career Management, Performance Management, DEIB & Employment Equity
  • Develop and position L and D strategies to deliver on Transformation and JSE objectives
  • Manage own and team delivery against annual delivery plan and set timelines, identify obstacles to delivery and take appropriate action where required.
  • Ensure sustainability from a skills perspective by aligning relevant interventions to prevalent development gaps.
  • Ensure management of the end to end training process to meet strategic objectives, stakeholder requirements and mitigate risks
  • Source and select external vendors to deliver on identified people development solutions
  • Define vendor Service Level Agreement and expectations and ensure compliance in line with our expectations
  • Ensure training analysis and feedback is obtained and scrutinised to ensure training objectives have been met and vendor quality is managed.
  • Analyse L and D information to provide trends and information to HR team for use in their business areas
  • Review and authorise all training and sponsored education requests and bursaries to ensure relevance including alignment to L and D strategy and within budget.
  • Ensure correct recording and allocation of all expenses as per budget.
  • Compile and submit legislative report within set timelines such as Workplace Skills Plan Annual Training Report, FASSET grants, etc. to meet legislative requirements and obtain any due skills development refunds.
  • Manage BBBEE Skills Development Mandates for maximising scorecard
  • Manage JSE Empowerment Fund (JEF) Bursaries trust mandate updates and budgeting process
  • Manage and execute bursar selection and funding process in line with trust mandates
  • Provide input and support to Talent and HR team across the Integrated Talent Framework to deliver on initiatives and projects in support of the HR strategy
  • Build visibility and credibility of People Development and Career Management functions within JSE through communication, sharing, engaging and delivering
  • Assist line management and HRBPs with career management and leadership development
  • Market the coaching and mentoring offering to HRBPs and Line management
  • Propose and drive Leadership development interventions to enable talent development and mobility at the relevant roles
  • Provide development consulting to determine leadership needs and monitor delivery
  • Direct and support talent /people days through proper talent, succession and retention as preparation for Board Discussions
  • Ensure implementation for a ready now bench-strength through targeted and accelerated leadership development.
  • Promoting the levels of insightful career conversations, coaching and mentoring opportunities within divisions
  • Design and develop frameworks, methodologies, standards and policies for Career management
  • Design, develop and implement career maps across the JSE utilising the Job Family Frameworks and stakeholder engagement
  • Design and implement career management policy, practices and documents and communicate, educate on and monitor resulting processes and cycles
  • Design and develop frameworks, methodologies, standards and policies for Performance Management
    Implement and manage Performance Management policy - Contracting, 360 Feedback process, Mid-year and Final Year reviews
  • Manage the Employment Equity and DEIB Function for the organisation.
  • Design and Develop DEIB Strategies as well as execute an implementation plan.
  • Ensure compliance with the Employment Equity Act of 1998, that is aligned to the JSE Transformation Plan as well as develop new EE Plan in line with National Transformation policies and mandates
  • Ensure EE committee in place and quarterly consultative meetings are held and compile annual EE Reports and timeous submission in line with the EE Act.
Self and Team Management
  • Improve personal capability and professional growth relating to field of expertise, in line with JSE objectives by discussing development needs and proposed solutions with management
  • Keep abreast of changes in legislation or standards by conducting research and utilising networks
  • Upskill team and other professionals by sharing knowledge and research results
  • Epitomise living the JSE values, displaying professional conduct and adherence to required technical standards
  • Ensure all team members understood and supported JSE vision and divisional strategy
  • Take accountability for making others successful by removing obstacles to team performance and success
  • Participate in recruitment processes to ensure selection contributing to success of team
  • Ensure on boarding process is followed for all new hires and transfers to embed the JSE values and cultures
  • Ensure self and team members has required skill and professional/ technical expertise by assessing gaps and development areas and creating development plans
  • Ensure each team member has a job profile that profiles team member with a view of full performance in the job
  • Create performance agreement for each team member with measurable goals and objectives so that they understand how their performance will be viewed, recognised and rewarded
  • Conduct performance review sessions with team members to review performance and progress against targets and agree on appropriate action required to meet targets or standards
  • Engaged with team in such a way that the feel motivated to achieve better performance feel respects and diversity valued
  • Provide direction into research and benchmarking exercises in order to deliver best practice human capital development solutions
  • Analyse, develop and implement improvement and innovative ideas and value adding solutions contributing to divisional and JSE results
  • B Com Degree in HR/ Business Management or related qualification
  • Honours Degree in HR/Business Management or related qualification
  • Registration with SABPP and/or IPM would be advantageous
  • 8 - 10 years of experience as a Head of Talent / HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a senior level
Knowledge and Skills required
  • Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management
  • Business Communication: Client service, communication strategies, business writing and terminology
  • Technical Proficiency: MS Office & standard software applications
  • Analytics & Research: Salary benchmarking and research methodology
  • Administration & Planning: Office procedures, resource/capacity planning, change management

What’s in it for you:

The lifeblood of the JSE is our PEOPLE who are at the heart of all that we do. In the spirit of one heartbeat, one and an incredible employee experience. Our commitment to professional growth, coupled with a culture of collaboration and respect, empowers our team to achieve excellence. We live by our core values: Connecting for Co-Creation , where teamwork and shared ideas drive success; Growing Together , ensuring that as our company evolves, so do our people; and Servant Leadership ,growing people to reach their full potential.

We offer a range of benefits designed to support your well-being and professional development, including:

  • Hybrid ways of work for flexibility and balance
  • Market-related total cost to company remuneration package
  • Employee Assistance Programme for personal and professional support
  • Health and Wellness Initiatives , including wellbeing leave and a wellbeing allowance
  • Gender Neutral Parental Leave policy
  • Free onsite gym , and an onsite coffee & salad bar
  • Opportunities for participation in Leadership, Professional membership & conference/seminar attendance and Development Programs

Join us at JSE, where your career aspirations can become a reality, and together, we can shape the future of our industry.

#J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.

Head: talent management

Sandton, Gauteng JSE Limited

Posted today

Job Viewed

Tap Again To Close

Job Description

permanent
Job category: Human Resources and Recruitment Contract: Permanent Remuneration: Market Related EE position: Yes About our company WHY JOIN THE JSE? The JSE recognises that its success and strength depend on the quality of its employees. We are committed to fostering a culture of continuous learning and high standards of performance. Our employee wellness programme is designed to encourage work-life balance for employees. We naturally seek to empower staff and encourage diversity and opportunities for all. Introduction To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of JSE objectives in driving the HR strategy within the JSE. Results Delivery Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year Deliver on the Annual Talent Management Strategy to ensure success of JSE objectives. Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly. Plan and implement resources in a cost-effective manner while still meeting timelines and standards. Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance. Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance the JSE's competitiveness Stakeholder Relationship Management Build and maintain internal and external client relationships to meet business needs Engage with stakeholders continually to ensure needs to meet and satisfaction achieved Build professional networks to ensure best practice people solutions Build strategic JSE, industry and/or global networks of thought leaders and relationships utilising social media and attending conferences and training interventions Manage L and D, Career Management, Performance Management, DEIB & Employment Equity Develop and position L and D strategies to deliver on Transformation and JSE objectives Manage own and team delivery against annual delivery plan and set timelines, identify obstacles to delivery and take appropriate action where required. Ensure sustainability from a skills perspective by aligning relevant interventions to prevalent development gaps. Ensure management of the end to end training process to meet strategic objectives, stakeholder requirements and mitigate risks Source and select external vendors to deliver on identified people development solutions Define vendor Service Level Agreement and expectations and ensure compliance in line with our expectations Ensure training analysis and feedback is obtained and scrutinised to ensure training objectives have been met and vendor quality is managed. Analyse L and D information to provide trends and information to HR team for use in their business areas Review and authorise all training and sponsored education requests and bursaries to ensure relevance including alignment to L and D strategy and within budget. Ensure correct recording and allocation of all expenses as per budget. Compile and submit legislative report within set timelines such as Workplace Skills Plan Annual Training Report, FASSET grants, etc. to meet legislative requirements and obtain any due skills development refunds. Manage BBBEE Skills Development Mandates for maximising scorecard Manage JSE Empowerment Fund (JEF) Bursaries trust mandate updates and budgeting process Manage and execute bursar selection and funding process in line with trust mandates Provide input and support to Talent and HR team across the Integrated Talent Framework to deliver on initiatives and projects in support of the HR strategy Build visibility and credibility of People Development and Career Management functions within JSE through communication, sharing, engaging and delivering Assist line management and HRBPs with career management and leadership development Market the coaching and mentoring offering to HRBPs and Line management Propose and drive Leadership development interventions to enable talent development and mobility at the relevant roles Provide development consulting to determine leadership needs and monitor delivery Direct and support talent /people days through proper talent, succession and retention as preparation for Board Discussions Ensure implementation for a ready now bench-strength through targeted and accelerated leadership development. Promoting the levels of insightful career conversations, coaching and mentoring opportunities within divisions Design and develop frameworks, methodologies, standards and policies for Career management Design, develop and implement career maps across the JSE utilising the Job Family Frameworks and stakeholder engagement Design and implement career management policy, practices and documents and communicate, educate on and monitor resulting processes and cycles Design and develop frameworks, methodologies, standards and policies for Performance ManagementImplement and manage Performance Management policy - Contracting, 360 Feedback process, Mid-year and Final Year reviews Manage the Employment Equity and DEIB Function for the organisation. Design and Develop DEIB Strategies as well as execute an implementation plan. Ensure compliance with the Employment Equity Act of 1998, that is aligned to the JSE Transformation Plan as well as develop new EE Plan in line with National Transformation policies and mandates Ensure EE committee in place and quarterly consultative meetings are held and compile annual EE Reports and timeous submission in line with the EE Act. Self and Team Management Improve personal capability and professional growth relating to field of expertise, in line with JSE objectives by discussing development needs and proposed solutions with management Keep abreast of changes in legislation or standards by conducting research and utilising networks Upskill team and other professionals by sharing knowledge and research results Epitomise living the JSE values, displaying professional conduct and adherence to required technical standards Ensure all team members understood and supported JSE vision and divisional strategy Take accountability for making others successful by removing obstacles to team performance and success Participate in recruitment processes to ensure selection contributing to success of team Ensure on boarding process is followed for all new hires and transfers to embed the JSE values and cultures Ensure self and team members has required skill and professional/ technical expertise by assessing gaps and development areas and creating development plans Ensure each team member has a job profile that profiles team member with a view of full performance in the job Create performance agreement for each team member with measurable goals and objectives so that they understand how their performance will be viewed, recognised and rewarded Conduct performance review sessions with team members to review performance and progress against targets and agree on appropriate action required to meet targets or standards Engaged with team in such a way that the feel motivated to achieve better performance feel respects and diversity valued Provide direction into research and benchmarking exercises in order to deliver best practice human capital development solutions Analyse, develop and implement improvement and innovative ideas and value adding solutions contributing to divisional and JSE results B Com Degree in HR/ Business Management or related qualification Honours Degree in HR/Business Management or related qualification Registration with SABPP and/or IPM would be advantageous 8 - 10 years of experience as a Head of Talent / HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a senior level Knowledge and Skills required Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management Business Communication: Client service, communication strategies, business writing and terminology Technical Proficiency: MS Office & standard software applications Analytics & Research: Salary benchmarking and research methodology Administration & Planning: Office procedures, resource/capacity planning, change management What’s in it for you: The lifeblood of the JSE is our PEOPLE who are at the heart of all that we do. In the spirit of one heartbeat, one and an incredible employee experience. Our commitment to professional growth, coupled with a culture of collaboration and respect, empowers our team to achieve excellence. We live by our core values:Connecting for Co-Creation , where teamwork and shared ideas drive success;Growing Together , ensuring that as our company evolves, so do our people; andServant Leadership ,growing people to reach their full potential. We offer a range of benefits designed to support your well-being and professional development, including: Hybrid ways of work for flexibility and balance Market-related total cost to company remuneration package Employee Assistance Programme for personal and professional support Health and Wellness Initiatives , including wellbeing leave and a wellbeing allowance Gender Neutral Parental Leave policy Free onsite gym , and an onsite coffee & salad bar Opportunities for participation in Leadership, Professional membership & conference/seminar attendance and Development Programs Join us at JSE, where your career aspirations can become a reality, and together, we can shape the future of our industry. #J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.

Head: talent management

Gauteng, Gauteng JSE Limited

Posted today

Job Viewed

Tap Again To Close

Job Description

permanent
Job category: Human Resources and Recruitment Contract: Permanent Remuneration: Market Related EE position: Yes About our company WHY JOIN THE JSE? The JSE recognises that its success and strength depend on the quality of its employees. We are committed to fostering a culture of continuous learning and high standards of performance. Our employee wellness programme is designed to encourage work-life balance for employees. We naturally seek to empower staff and encourage diversity and opportunities for all. Introduction To design, develop and deliver Talent Management, Performance Management, L&D & DEIB inclusive of Employment Equity architecture and best practice solutions which will enable delivery of JSE objectives in driving the HR strategy within the JSE. Results Delivery Contribute to the overall HR business Strategy to ensure delivery of focus areas for the year Deliver on the Annual Talent Management Strategy to ensure success of JSE objectives. Manage the allocated budget for Talent, L and D and JEF Bursaries of about R28m (combined) within agreed parameters by tracking monthly. Plan and implement resources in a cost-effective manner while still meeting timelines and standards. Support and act as advisor to HR, employees and line management on all people development solutions to enable business performance. Design, conceptualise methodology, establish talent practices and provide guidance that enables identification, development and retention of required talent to enhance the JSE's competitiveness Stakeholder Relationship Management Build and maintain internal and external client relationships to meet business needs Engage with stakeholders continually to ensure needs to meet and satisfaction achieved Build professional networks to ensure best practice people solutions Build strategic JSE, industry and/or global networks of thought leaders and relationships utilising social media and attending conferences and training interventions Manage L and D, Career Management, Performance Management, DEIB & Employment Equity Develop and position L and D strategies to deliver on Transformation and JSE objectives Manage own and team delivery against annual delivery plan and set timelines, identify obstacles to delivery and take appropriate action where required. Ensure sustainability from a skills perspective by aligning relevant interventions to prevalent development gaps. Ensure management of the end to end training process to meet strategic objectives, stakeholder requirements and mitigate risks Source and select external vendors to deliver on identified people development solutions Define vendor Service Level Agreement and expectations and ensure compliance in line with our expectations Ensure training analysis and feedback is obtained and scrutinised to ensure training objectives have been met and vendor quality is managed. Analyse L and D information to provide trends and information to HR team for use in their business areas Review and authorise all training and sponsored education requests and bursaries to ensure relevance including alignment to L and D strategy and within budget. Ensure correct recording and allocation of all expenses as per budget. Compile and submit legislative report within set timelines such as Workplace Skills Plan Annual Training Report, FASSET grants, etc. to meet legislative requirements and obtain any due skills development refunds. Manage BBBEE Skills Development Mandates for maximising scorecard Manage JSE Empowerment Fund (JEF) Bursaries trust mandate updates and budgeting process Manage and execute bursar selection and funding process in line with trust mandates Provide input and support to Talent and HR team across the Integrated Talent Framework to deliver on initiatives and projects in support of the HR strategy Build visibility and credibility of People Development and Career Management functions within JSE through communication, sharing, engaging and delivering Assist line management and HRBPs with career management and leadership development Market the coaching and mentoring offering to HRBPs and Line management Propose and drive Leadership development interventions to enable talent development and mobility at the relevant roles Provide development consulting to determine leadership needs and monitor delivery Direct and support talent /people days through proper talent, succession and retention as preparation for Board Discussions Ensure implementation for a ready now bench-strength through targeted and accelerated leadership development. Promoting the levels of insightful career conversations, coaching and mentoring opportunities within divisions Design and develop frameworks, methodologies, standards and policies for Career management Design, develop and implement career maps across the JSE utilising the Job Family Frameworks and stakeholder engagement Design and implement career management policy, practices and documents and communicate, educate on and monitor resulting processes and cycles Design and develop frameworks, methodologies, standards and policies for Performance ManagementImplement and manage Performance Management policy - Contracting, 360 Feedback process, Mid-year and Final Year reviews Manage the Employment Equity and DEIB Function for the organisation. Design and Develop DEIB Strategies as well as execute an implementation plan. Ensure compliance with the Employment Equity Act of 1998, that is aligned to the JSE Transformation Plan as well as develop new EE Plan in line with National Transformation policies and mandates Ensure EE committee in place and quarterly consultative meetings are held and compile annual EE Reports and timeous submission in line with the EE Act. Self and Team Management Improve personal capability and professional growth relating to field of expertise, in line with JSE objectives by discussing development needs and proposed solutions with management Keep abreast of changes in legislation or standards by conducting research and utilising networks Upskill team and other professionals by sharing knowledge and research results Epitomise living the JSE values, displaying professional conduct and adherence to required technical standards Ensure all team members understood and supported JSE vision and divisional strategy Take accountability for making others successful by removing obstacles to team performance and success Participate in recruitment processes to ensure selection contributing to success of team Ensure on boarding process is followed for all new hires and transfers to embed the JSE values and cultures Ensure self and team members has required skill and professional/ technical expertise by assessing gaps and development areas and creating development plans Ensure each team member has a job profile that profiles team member with a view of full performance in the job Create performance agreement for each team member with measurable goals and objectives so that they understand how their performance will be viewed, recognised and rewarded Conduct performance review sessions with team members to review performance and progress against targets and agree on appropriate action required to meet targets or standards Engaged with team in such a way that the feel motivated to achieve better performance feel respects and diversity valued Provide direction into research and benchmarking exercises in order to deliver best practice human capital development solutions Analyse, develop and implement improvement and innovative ideas and value adding solutions contributing to divisional and JSE results B Com Degree in HR/ Business Management or related qualification Honours Degree in HR/Business Management or related qualification Registration with SABPP and/or IPM would be advantageous 8 - 10 years of experience as a Head of Talent / HR / Learning and Development/ Employment Equity/Performance Management with proven exposure and experience at a senior level Knowledge and Skills required Human Resources: HR policies, systems (HRIS), job evaluation, remuneration, and performance management Business Communication: Client service, communication strategies, business writing and terminology Technical Proficiency: MS Office & standard software applications Analytics & Research: Salary benchmarking and research methodology Administration & Planning: Office procedures, resource/capacity planning, change management What’s in it for you: The lifeblood of the JSE is our PEOPLE who are at the heart of all that we do. In the spirit of one heartbeat, one and an incredible employee experience. Our commitment to professional growth, coupled with a culture of collaboration and respect, empowers our team to achieve excellence. We live by our core values:Connecting for Co-Creation , where teamwork and shared ideas drive success;Growing Together , ensuring that as our company evolves, so do our people; andServant Leadership ,growing people to reach their full potential. We offer a range of benefits designed to support your well-being and professional development, including: Hybrid ways of work for flexibility and balance Market-related total cost to company remuneration package Employee Assistance Programme for personal and professional support Health and Wellness Initiatives , including wellbeing leave and a wellbeing allowance Gender Neutral Parental Leave policy Free onsite gym , and an onsite coffee & salad bar Opportunities for participation in Leadership, Professional membership & conference/seminar attendance and Development Programs Join us at JSE, where your career aspirations can become a reality, and together, we can shape the future of our industry. #J-18808-Ljbffr
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Head of Talent Management | Sandton

Sandton, Gauteng The Recruitment Council

Posted 21 days ago

Job Viewed

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Job Description

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.

Responsibilities:

  1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
  10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
  11. 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.
  12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
  13. 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.
  14. 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.
  15. 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.
  16. 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.
  17. 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.
  18. 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. Consult 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.
  19. 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.

Behavioral Competencies:

  1. Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Ensures the organization has reliable ways to gather needed information.
  2. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals.
  3. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies.
  4. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals.
  5. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders.
  6. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives.
  7. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action.
  8. Ensures Accountability – Holds self and others accountable to meet commitments.
  9. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity.
  10. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear.
  11. Develops Talent – Develops people to meet both their career goals and the organization’s goals.
  12. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
  13. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
  14. Directs Work – Provides direction, delegating, and removing obstacles to get work done.
  15. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations.
  16. Resourcefulness – Secures and deploys resources effectively and efficiently.

Skills:

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. 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.
  10. 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.
  11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
  12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
  13. 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.
  14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

  1. MA (Industrial Psychologist) or Bachelor’s degree in a related field;
  2. Post graduate degree in organizational psychology, organization behavior, or organization development (Essential)

Experience:

  1. 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.
  2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.
#J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.

Head of Talent Management | Sandton

Sandton, Gauteng The Recruitment Council

Posted today

Job Viewed

Tap Again To Close

Job Description

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.

Responsibilities:

  1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
  10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
  11. 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.
  12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
  13. 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.
  14. 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.
  15. 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.
  16. 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.
  17. 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.
  18. 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. Consult 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.
  19. 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.

Behavioral Competencies:

  1. Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Ensures the organization has reliable ways to gather needed information.
  2. Business Insight – Applies knowledge of business and the marketplace to advance the organization’s goals.
  3. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies.
  4. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals.
  5. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders.
  6. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives.
  7. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action.
  8. Ensures Accountability – Holds self and others accountable to meet commitments.
  9. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity.
  10. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear.
  11. Develops Talent – Develops people to meet both their career goals and the organization’s goals.
  12. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
  13. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals.
  14. Directs Work – Provides direction, delegating, and removing obstacles to get work done.
  15. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations.
  16. Resourcefulness – Secures and deploys resources effectively and efficiently.

Skills:

  1. 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.
  2. 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.
  3. 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.
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. 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.
  10. 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.
  11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
  12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
  13. 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.
  14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

  1. MA (Industrial Psychologist) or Bachelor’s degree in a related field;
  2. Post graduate degree in organizational psychology, organization behavior, or organization development (Essential)

Experience:

  1. 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.
  2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.
#J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.

Head of talent management | sandton

Sandton, Gauteng The Recruitment Council

Posted today

Job Viewed

Tap Again To Close

Job Description

permanent
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. Responsibilities: 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 its 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. Consult 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. Behavioral Competencies: Manages Complexity – Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. 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. Strategic Mindset – Sees ahead to future possibilities and translates them into breakthrough strategies. Plans and Aligns – Plans and prioritizes work to meet commitments aligned with organizational goals. Balances Stakeholders – Anticipates and balances the needs of multiple stakeholders. Collaborates – Builds partnerships and works collaboratively with others to meet shared objectives. Drives Vision and Purpose – Paints a compelling picture of the vision and strategy that motivates others to action. Ensures Accountability – Holds self and others accountable to meet commitments. Instills Trust – Gains the confidence and trust of others through honesty, integrity, and authenticity. Manages Ambiguity – Operates effectively, even when things are not certain or the way forward is not clear. Develops Talent – Develops people to meet both their career goals and the organization’s goals. Action Oriented – Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Builds Effective Teams – Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Directs Work – Provides direction, delegating, and removing obstacles to get work done. Being Resilient – Rebounds from setbacks and adversity when facing difficult situations. Resourcefulness – Secures and deploys resources effectively and efficiently. Skills: 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. Education: MA (Industrial Psychologist) or Bachelor’s degree in a related field; Post graduate degree in organizational psychology, organization behavior, or organization development (Essential) Experience: 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. #J-18808-Ljbffr
This advertiser has chosen not to accept applicants from your region.
 

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  4. smart_toy AI & Emerging Technologies
  5. school Apprenticeships & Trainee
  6. apartment Architecture
  7. palette Arts & Entertainment
  8. directions_car Automotive
  9. flight_takeoff Aviation
  10. account_balance Banking & Finance
  11. local_florist Beauty & Wellness
  12. restaurant Catering
  13. volunteer_activism Charity & Voluntary
  14. science Chemical Engineering
  15. child_friendly Childcare
  16. foundation Civil Engineering
  17. clean_hands Cleaning & Sanitation
  18. diversity_3 Community & Social Care
  19. construction Construction
  20. brush Creative & Digital
  21. currency_bitcoin Crypto & Blockchain
  22. support_agent Customer Service & Helpdesk
  23. medical_services Dental
  24. medical_services Driving & Transport
  25. medical_services E Commerce & Social Media
  26. school Education & Teaching
  27. electrical_services Electrical Engineering
  28. bolt Energy
  29. local_mall Fmcg
  30. gavel Government & Non Profit
  31. emoji_events Graduate
  32. health_and_safety Healthcare
  33. beach_access Hospitality & Tourism
  34. groups Human Resources
  35. precision_manufacturing Industrial Engineering
  36. security Information Security
  37. handyman Installation & Maintenance
  38. policy Insurance
  39. code IT & Software
  40. gavel Legal
  41. sports_soccer Leisure & Sports
  42. inventory_2 Logistics & Warehousing
  43. supervisor_account Management
  44. supervisor_account Management Consultancy
  45. supervisor_account Manufacturing & Production
  46. campaign Marketing
  47. build Mechanical Engineering
  48. perm_media Media & PR
  49. local_hospital Medical
  50. local_hospital Military & Public Safety
  51. local_hospital Mining
  52. medical_services Nursing
  53. local_gas_station Oil & Gas
  54. biotech Pharmaceutical
  55. checklist_rtl Project Management
  56. shopping_bag Purchasing
  57. home_work Real Estate
  58. person_search Recruitment Consultancy
  59. store Retail
  60. point_of_sale Sales
  61. science Scientific Research & Development
  62. wifi Telecoms
  63. psychology Therapy
  64. pets Veterinary
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