7 Management Role jobs in Randfontein

The purpose of this role is to plan and execute Organisational Development strategies across the organisation by developing and providing interventions through implementation of change management, performance management, succession planning and related transformation processes.

KEY PERFORMANCE AREAS (KPAS)

KPA 1: Business Planning and Financial Management

1. Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans for the department.
2. Participate in business planning sessions and identify mitigation of organisational risks relating to Projects.
3. Collaborate with Senior Manager: OD and Transformation with the development of national initiatives and develop project plans for implementing agreed decisions.
4. Prepare and submit required monthly, quarterly and annual reports.

KPA 2: Develop, Implement and Monitor Organisational Development Initiatives

1. Implement and facilitate (if required) the approved OD interventions and plans.
2. Develop ongoing communication for OD processes.
3. Provide support and guide managers and employees in the implementation of Change Management and OD initiatives.
4. Review implementation progress and provide reports to respective stakeholders.
5. Coordinate the participation in annual surveys (e.g. DNA, Deloitte best company to work).
6. Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with recommendations of most appropriate teambuilding interventions.
7. Manage change management data capturing and integrity.

KPA 3: Ensure OD and Change Management Systems Is Organisationally Implemented To Enhance Organisational Sustainability

1. Design and implement change management approach by interpreting the business strategies.
2. Formalise the Change management strategy and manage execution thereof together with the Snr Manager OD.
3. Deliver on agreed strategic and operational learning projects and manage their implementation across SANBS in line with service level agreements.
4. Engage with internal and external clients to determine and understand the change managements that will address business objectives and design relevant solutions.
5. Address business needs by translating business requirements into change and (learning) development requirements and by developing implementation plan/s.
6. Build relationships with key stakeholders including HR, line management and relevant HR resources and external parties.
7. Ensure the development solution address requirements and ensure delivery within agreed timelines by contracting and negotiating with vendor/s, addressing any deviations (as required).
8. Ensure the integration of change with other processes in the HR value chain to enhance the company employee value proposition.
9. Identify areas of resource inefficiencies and promote optimisation through multi-skilling and digitisation of processes.

KPA 4: Coordinate The Implementation Of Change Management and other Organisational Transformation Initiatives

1. Develop Change Management methodologies for the organisation.
2. Provide Change Management stream lead support to strategic and operational projects.
3. Implement Diversity and Inclusion strategies, policies and procedures to embed Change Management.
4. Develop and implement required interventions to promote organisational transformation.
5. Deploy and monitor transition and resistance management plans.
6. Coach, consult, and support Transition Teams.
7. Act as sounding board for transition issues.
8. Build and sustain commitment from key stakeholders.
9. Facilitate and coordinate closing skill gaps through training and other learning activities.
10. Provide regular status updates to the Sponsor and Project Manager.
11. Identify change issues and facilitate their resolution through the Sponsor and Project Manager.
12. Communicate project-wide information.
13. Establish, measure, and communicate Project related change management metrics.
14. Advise leadership on CM issues.

KPA 5: Stakeholder Relationships

1. Maintain Relationships with external service providers (e.g. Consultants).
2. Manage risks and ensure alignment with regulatory requirements.
3. Contribute to a culture of transformation by participating in the company culture building initiatives, business strategy.
4. Stay abreast of developments in field of expertise, ensuring personal and professional growth.
5. Understand and embrace the company vision and values, leading by example.
6. Provide input into the overall HR communication plan.

KPA 6: Develop data Analysis Methodologies to Enhance Change Management Reporting

1. Provides management support to the Human Resources function in the area of people metrics, reporting and predictive analytics in relation to projects.
2. Supports the Human Resources leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs.
3. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and other cross-function data as needed.
4. Communicates findings to senior management via formal presentations, standard management reporting on periodic/quarterly/annual basis.
5. Collaborates with subject matter experts across the business service areas to improve overall strategic and operational performance and insight.
6. Works as the key representative to the external benchmarks and key surveys supporting the broader HR function.
7. Assist with design of HR data integrations and strategic level reports.

Cognitive

• Analytical thinking and attention to detail
• Change Management
• Holistic / Big Picture
• Judgement and Decision making
• Problem solving
• Planning, Organising

Personal

• Ethical behaviour
• Excellence Orientation
• Resilience and stress management
• Self-Management

Interpersonal

• Communication
• Conflict Management
• Knowledge Sharing
• Organisational Awareness
• Relationship Building
• Teamwork

Prof. technical

• Systems Competence
• Business and Financial Acumen
• Best Practice Thinking
• Accounting Practice
• Business process understanding

Leadership

• Practical Execution Management
• Strategic leadership

Education

• Honours Degree in Org/Industrial Psych or HR related field.
• Post graduate in Business management (advantage).

Experience and knowledge requirements

• Minimum of 5 years’ experience in Business and HR.
• 3 years’ Management experience.
• 5 years’ Project Management.
• 5 years in Change Management.

Other (knowledge and skills)

• MS Office (Advanced).
• SAP.
• Driver’s License.
• Policies and Procedures relating to HCM and organisational strategy.

#J-18808-Ljbffr

The purpose of this role is to plan and execute Organisational Development strategies across the organisation by developing and providing interventions through implementation of change management, performance management, succession planning and related transformation processes. KEY PERFORMANCE AREAS (KPAS) KPA 1: Business Planning and Financial Management Collaborate with Senior Manager: OD and Transformation to develop long term strategic plans for the department. Participate in business planning sessions and identify mitigation of organisational risks relating to Projects. Collaborate with Senior Manager: OD and Transformation with the development of national initiatives and develop project plans for implementing agreed decisions. Prepare and submit required monthly, quarterly and annual reports. KPA 2: Develop, Implement and Monitor Organisational Development Initiatives Implement and facilitate (if required) the approved OD interventions and plans. Develop ongoing communication for OD processes. Provide support and guide managers and employees in the implementation of Change Management and OD initiatives. Review implementation progress and provide reports to respective stakeholders. Coordinate the participation in annual surveys (e.g. DNA, Deloitte best company to work). Ensure compliance to teambuilding guidelines by engaging with line managers and assisting with recommendations of most appropriate teambuilding interventions. Manage change management data capturing and integrity. KPA 3: Ensure OD and Change Management Systems Is Organisationally Implemented To Enhance Organisational Sustainability Design and implement change management approach by interpreting the business strategies. Formalise the Change management strategy and manage execution thereof together with the Snr Manager OD. Deliver on agreed strategic and operational learning projects and manage their implementation across SANBS in line with service level agreements. Engage with internal and external clients to determine and understand the change managements that will address business objectives and design relevant solutions. Address business needs by translating business requirements into change and (learning) development requirements and by developing implementation plan/s. Build relationships with key stakeholders including HR, line management and relevant HR resources and external parties. Ensure the development solution address requirements and ensure delivery within agreed timelines by contracting and negotiating with vendor/s, addressing any deviations (as required). Ensure the integration of change with other processes in the HR value chain to enhance the company employee value proposition. Identify areas of resource inefficiencies and promote optimisation through multi-skilling and digitisation of processes. KPA 4: Coordinate The Implementation Of Change Management and other Organisational Transformation Initiatives Develop Change Management methodologies for the organisation. Provide Change Management stream lead support to strategic and operational projects. Implement Diversity and Inclusion strategies, policies and procedures to embed Change Management. Develop and implement required interventions to promote organisational transformation. Deploy and monitor transition and resistance management plans. Coach, consult, and support Transition Teams. Act as sounding board for transition issues. Build and sustain commitment from key stakeholders. Facilitate and coordinate closing skill gaps through training and other learning activities. Provide regular status updates to the Sponsor and Project Manager. Identify change issues and facilitate their resolution through the Sponsor and Project Manager. Communicate project-wide information. Establish, measure, and communicate Project related change management metrics. Advise leadership on CM issues. KPA 5: Stakeholder Relationships Maintain Relationships with external service providers (e.g. Consultants). Manage risks and ensure alignment with regulatory requirements. Contribute to a culture of transformation by participating in the company culture building initiatives, business strategy. Stay abreast of developments in field of expertise, ensuring personal and professional growth. Understand and embrace the company vision and values, leading by example. Provide input into the overall HR communication plan. KPA 6: Develop data Analysis Methodologies to Enhance Change Management Reporting Provides management support to the Human Resources function in the area of people metrics, reporting and predictive analytics in relation to projects. Supports the Human Resources leadership team to identify business challenges and use data analysis to help influence changes to the operations, process or programs. Utilizes technology and analytical tools to develop and analyse enterprise-wide people and other cross-function data as needed. Communicates findings to senior management via formal presentations, standard management reporting on periodic/quarterly/annual basis. Collaborates with subject matter experts across the business service areas to improve overall strategic and operational performance and insight. Works as the key representative to the external benchmarks and key surveys supporting the broader HR function. Assist with design of HR data integrations and strategic level reports. Cognitive Analytical thinking and attention to detail Change Management Holistic / Big Picture Judgement and Decision making Problem solving Planning, Organising Personal Ethical behaviour Excellence Orientation Resilience and stress management Self-Management Interpersonal Communication Conflict Management Knowledge Sharing Organisational Awareness Relationship Building Teamwork Prof. technical Systems Competence Business and Financial Acumen Best Practice Thinking Accounting Practice Business process understanding Leadership Practical Execution Management Strategic leadership Education Honours Degree in Org/Industrial Psych or HR related field. Post graduate in Business management (advantage). Experience and knowledge requirements Minimum of 5 years’ experience in Business and HR. 3 years’ Management experience. 5 years’ Project Management. 5 years in Change Management. Other (knowledge and skills) MS Office (Advanced). SAP. Driver’s License. Policies and Procedures relating to HCM and organisational strategy. #J-18808-Ljbffr

General Manager Strategic Treasury Management

Join to apply for the General Manager Strategic Treasury Management role at MTN

General Manager Strategic Treasury Management

Join to apply for the General Manager Strategic Treasury Management role at MTN

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The General Manager: Strategic Treasury Management is accountable to develop, cascade and implement the Group Treasury Strategy and Policy across all OpCos. The role will support Group Leadership with strategic decision-making processes to ensure appropriate resource allocation. The incumbent is required to lead the Treasury Management processes for Group and OpCos to ensure that principles, practices and methods are clearly understood, aligned and strictly adhered to.

2. Context (Global influences, environmental / industry demands, organisational mission etc.)

MTN Group’s Treasury function is evolving to meet heightened regulatory scrutiny, a key contributor to business strategy, providing insights and guidance on financial matters, and the complexities of operating across multiple jurisdictions.

To serve the company’s growth through optimal cash management that enables strategic business decisions for the Group and MTN’s operating markets within the context of:

• Achieving top quartile operating efficiency and effectiveness through scale and common policies and processes
• Driving growth through business intelligence and standardization to maximize business impact
• Initiating sustainable technology change across the infrastructure portfolio to further aid MTN in the achievement of parallel climate sustainability
• Management of customer and supplier expectations
• Constant dynamics and local challenges in the economic, regulatory and legal environments
• Ability to create a technological strategy in line with the company’s business requirements
• Enhancing MTN’s position as a leading connectivity and infrastructure player
• Growing dependence on vendor-led and shared passive infrastructure models
• MTN’s strategy to build the largest and most valuable platform business across our regions
• Assisting the MTN Board and EXCO in protecting the assets, reputation and sustainability of the organisation for MTN to accomplish its objectives

Organisational Mission: MTN’s vision is to lead digital transformation in Africa, ensuring widespread access to reliable, high-quality broadband services that drive social and economic development.

Organization Values: At MTN we believe that understanding our people’s needs and aspirations is key to creating experiences that delight you at work, every day. We are committed to fostering an environment where every member of our Y’ello Family is heard, understood, and empowered to live an inspired life. Our values keep us grounded and moving in the right direction. Most importantly, they keep us honest. It is not something we claim to be. It is in our DNA.

As an organisation, we consider it our mission to create an exciting and rewarding place to work, where our people can be themselves, thrive in positivity and ignite their full potential. A workplace that boosts creativity and innovation, improves productivity, and ultimately drives meaningful results. A workplace that is built on relationships and achieving a purpose that is bigger than us. This is what we want you to experience with us!

Our commitments go beyond an organisational promise. It is in our leadership and managerial ethos to meaningfully partner with our employees, customers, and stakeholders with a vision to realise our shared goals.

Our values dubbed, LIVE Y’ello, are the cornerstone of our culture.

Lead with Care

Can-do with Integrity

Collaborate with Agility

Serve with Respect

Act with Inclusion

3. Key Performance Areas: (Core, essential responsibilities / outputs of the position (KPA's)

The General Manager: Strategic Treasury Management will be accountable to achieve the following objectives:

1. Strategic Frameworks

• Set and define the framework for Treasury Management; lead organisation-wide strategy, planning, design and implementation.
• Define and implement the philosophy, policies, frameworks, principles and processes for Group Treasury Management, to ensure standardisation and accuracy across MTN and drive consolidated long-term treasury strategy planning for MTN Group and OpCos.

2. Strategic Initiatives

• Provide expert guidance and stewardship to the OpCos in the planning, managing and executing on treasury management.
• Direct the development and implementation of specialised strategic treasury initiatives intended to derive enterprise-wide benefits.
• Establish and cascade treasury performance metrics and measurements which will be applied to assess the effectiveness of treasury operations and strategies at Group and OpCos. Monitoring, reporting and advising on corrective action planning.

3. Compliance Enablement

• Work closely with other Group Treasury Leads, OpCo CFOs, RVP office to drive alignment and congruence and oversee compliance to the treasury strategy and policy at OpCos.
• Drive compliance with Treasury policies and frameworks across the organisation and monitor the risk profile of Group and OpCos, in collaboration with Risk and Compliance, identifying potential risks that can impact Treasury.
• Collaborate with Legal and Regulatory function to drive compliance across Group and OpCos, keeping abreast of any regulatory changes that impact Treasury.
• Provide strong functional steering and subject matter expertise guidance to OpCo CFOs on all matters relating to effective treasury management including, but not limited to:
• Support and guidance on treasury functions including hedging, deal management and financial risk management
• Ad-hoc support for special projects at OpCos
• Implementation of enterprise-wide treasury mandates across all OpCos
• Coordinating with other Group Treasury Leads to ensure timely steering and advisory support (long term capital planning, upstreaming, cash management and forecasting, liquidity management etc.)
• Consolidation of treasury framework strategy
• Group wide alignment to treasury management
• Implemented treasury mandates
• Support and guidance to OpCos with regards to treasury management
• Compliance with Treasury policies and guidelines

4. Job Requirements (Education, Experience and Competencies)

Education:

• Relevant certification / accreditation / membership with professional body as required for role

Experience:

• 5 years senior management experience or more; with at least 3 years in relevant sector / industry /area of specialisation (understanding emerging markets advantageous)
• Worked across diverse cultures and geographies
• Experience working in a medium to large organisation Experience working in cross-functional, matrixed environments, influencing senior stakeholders, and mobilizing execution across diverse teams
• Experience in treasury management

Capabilities:

• Culture and Change Champion, Inspiring People Leader, Relationship Builder
• Results Achiever, Operationally Astute
• Liquidity & Working Capital Planning and Management
• Banks, Guarantees & Insurance Management
• Treasury Operations
• Treasury Governance & Risk Management
• JSE Regulations
• Execution Discipline – Operates with high personal accountability, driving projects through to closure.
• Problem Solving & Prioritisation – Navigates ambiguity and prioritises competing transformation demands with clarity and focus.
• Structured Communication – Communicates progress, risks, and decisions clearly through dashboards, reports, and oral briefings to senior stakeholders.

Seniority level

• Seniority level Director

Employment type

• Employment type Full-time

Job function

• Job function Finance, Project Management, and Management
• Industries Banking and Financial Services

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The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans.

Key Performance Areas

KPA 1: Direct and facilitate, guide & drive SWP in SANBS

1. Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business.
2. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan.
3. Develop and implement the SWP policy, governance and frameworks.
4. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols.
5. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications.
6. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment.

KPA 2: Relationship Management

1. Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP.
2. SWP stakeholder relationships management across the Departments and Divisions.
3. Support and enable a common SWP understanding in SANBS.
4. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited.
5. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions.

KPA 3: Management of the SWP Annual Scenario Planning processes

1. Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS.
2. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness.
3. Ensure efficient scheduling and communication to support timely delivery.
4. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability.

KPA 4: Monitoring of SWP action plans, implementation

1. Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required.
2. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization.

KPA 5: Reporting

1. Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting.
2. Develop and submit reports detailing the link to business performance and quantify impact.
3. Develop reports associated with the 5-year strategic plan time horizon of the organization.

KPA 6: Up-to-date, accurate data and information management for SWP

1. Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate.
2. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information.
3. Ensure a procedure to maintain all information sources utilized effectively.
4. Develop appropriate and efficient systems to ensure accurate data management.
5. Interpret the SANBS workforce data and provide recommendations to senior leadership.

KPA 7: SWP Stakeholder Management

1. Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers.
2. Draft SWP messaging and communication to support SWP implementation.
3. Drive change management to ensure strategic alignment with all relevant stakeholders in the process.

KPA 8: Risk Management

1. Identify potential early warning SWP risks and propose mitigating actions for approval and implementation.
2. Assist and support internal and external auditors by submitting correct data and reports.
3. Ensure organization-wide adherence to SWP policy and procedures.
4. Integrate SWP risks into the broader organizational strategic risk register.

KPA 9: Continuous Improvement and quality management

1. Identify opportunities to improve SWP and business processes at appropriate intervals.
2. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes.
3. Incorporate SWP opportunities into the SANBS quality management system.
4. Track and monitor process improvements actions.

KPA 10: SWP Governance

1. Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation.
2. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations.
3. Ensure a common understanding of SWP processes and procedures across SANBS.

Cognitive Skills

• Analytical thinking and attention to detail.
• Management Control.
• Project Management.
• Change Management.
• Holistic / Big Picture.
• Judgment and Decision making.
• Problem solving.
• Planning, Organizing and Monitoring.
• Knowledge of ER theory, concepts and best practice.

Personal Skills

• Ethical behaviour.
• Excellence Orientation.
• Resilience and stress management.
• Self-Management.
• Customer Service Orientation.
• Confidentiality.
• Resourceful.

Interpersonal Skills

• Communication.
• Conflict Management.
• Knowledge Sharing.
• Organizational Awareness.
• Relationship Building.
• Teamwork.

Professional Technical Skills

• Systems Competence.
• Business and Financial Acumen.
• Best Practice Thinking.
• SWP Practice.
• Business process understanding.
• Presentation and Business writing skills.

Leadership Skills

• Practical Execution Management.

Education

• Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent.
• Honors degree will be an advantage.

Experience and Knowledge Requirements

• 5 to 8 years relevant experience.
• Proven track record in the application of analytics in decision-making.
• Advanced Excel and data management skills.
• Understanding of the strategic management principles and processes.
• In-depth knowledge and understanding of strategic human resource management.
• Excellent understanding of operational business activities and relationship to manpower planning.
• Excellent understanding of skills development.
• In-depth knowledge and understanding of strategic workforce planning.
• The ability to translate business needs and requirements into practical people solutions.
• Knowledge of Labour Legislation.
• Advanced knowledge of information technology systems (SAP preferred).
• Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments.
• Exposure and experience in/to a unionized environment.
• The ability to inspire, influence and create a positive work environment and atmosphere.
• The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures.

#J-18808-Ljbffr

The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans. Key Performance Areas KPA 1: Direct and facilitate, guide & drive SWP in SANBS Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan. Develop and implement the SWP policy, governance and frameworks. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment. KPA 2: Relationship Management Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP. SWP stakeholder relationships management across the Departments and Divisions. Support and enable a common SWP understanding in SANBS. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions. KPA 3: Management of the SWP Annual Scenario Planning processes Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness. Ensure efficient scheduling and communication to support timely delivery. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability. KPA 4: Monitoring of SWP action plans, implementation Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization. KPA 5: Reporting Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting. Develop and submit reports detailing the link to business performance and quantify impact. Develop reports associated with the 5-year strategic plan time horizon of the organization. KPA 6: Up-to-date, accurate data and information management for SWP Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information. Ensure a procedure to maintain all information sources utilized effectively. Develop appropriate and efficient systems to ensure accurate data management. Interpret the SANBS workforce data and provide recommendations to senior leadership. KPA 7: SWP Stakeholder Management Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers. Draft SWP messaging and communication to support SWP implementation. Drive change management to ensure strategic alignment with all relevant stakeholders in the process. KPA 8: Risk Management Identify potential early warning SWP risks and propose mitigating actions for approval and implementation. Assist and support internal and external auditors by submitting correct data and reports. Ensure organization-wide adherence to SWP policy and procedures. Integrate SWP risks into the broader organizational strategic risk register. KPA 9: Continuous Improvement and quality management Identify opportunities to improve SWP and business processes at appropriate intervals. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes. Incorporate SWP opportunities into the SANBS quality management system. Track and monitor process improvements actions. KPA 10: SWP Governance Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations. Ensure a common understanding of SWP processes and procedures across SANBS. Cognitive Skills Analytical thinking and attention to detail. Management Control. Project Management. Change Management. Holistic / Big Picture. Judgment and Decision making. Problem solving. Planning, Organizing and Monitoring. Knowledge of ER theory, concepts and best practice. Personal Skills Ethical behaviour. Excellence Orientation. Resilience and stress management. Self-Management. Customer Service Orientation. Confidentiality. Resourceful. Interpersonal Skills Communication. Conflict Management. Knowledge Sharing. Organizational Awareness. Relationship Building. Teamwork. Professional Technical Skills Systems Competence. Business and Financial Acumen. Best Practice Thinking. SWP Practice. Business process understanding. Presentation and Business writing skills. Leadership Skills Practical Execution Management. Education Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent. Honors degree will be an advantage. Experience and Knowledge Requirements 5 to 8 years relevant experience. Proven track record in the application of analytics in decision-making. Advanced Excel and data management skills. Understanding of the strategic management principles and processes. In-depth knowledge and understanding of strategic human resource management. Excellent understanding of operational business activities and relationship to manpower planning. Excellent understanding of skills development. In-depth knowledge and understanding of strategic workforce planning. The ability to translate business needs and requirements into practical people solutions. Knowledge of Labour Legislation. Advanced knowledge of information technology systems (SAP preferred). Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments. Exposure and experience in/to a unionized environment. The ability to inspire, influence and create a positive work environment and atmosphere. The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures. #J-18808-Ljbffr

The incumbent will be responsible and accountable for the facilitation, guiding, directing, consolidation, monitoring and status reporting of SANBS Strategic Workforce Planning (SWP) processes, initiatives, actions and implementation plans. Key Performance Areas KPA 1: Direct and facilitate, guide & drive SWP in SANBS Provide specialists input by facilitating and directing, and driving all SWP processes and activities to ensure consistent application with optimal return for the business. Manage the SWP process from start to finish and accept final responsibility of the organization-wide workforce plan. Develop and implement the SWP policy, governance and frameworks. Coordinate and schedule all SWP processes and activities ensuring alignment with the annual business cycle, leadership and reporting protocols. Ensure all divisional SWP plans are timely submitted and comply with the SWP procedures and specifications. Support divisions with SWP implementation and actions and proactively advise to ensure optimal return on investment. KPA 2: Relationship Management Strategic partner to the Executives, Senior Managers & Managers within SANBS to support SWP. SWP stakeholder relationships management across the Departments and Divisions. Support and enable a common SWP understanding in SANBS. Ensure integration of all the functions in the SWP process and synergies and opportunities are fully exploited. Close working relationship with Learning & Development to ensure the training matrix is active and supports all the SWP processes and actions. KPA 3: Management of the SWP Annual Scenario Planning processes Facilitate, direct and coordinate the annual SWP scenario planning process per department ensuring consistent application across SANBS. Custodian of SWP templates and tools, ensuring templates and tools are reviewed when required to support efficiencies and effectiveness. Ensure efficient scheduling and communication to support timely delivery. Consolidate all divisional scenario plans in the SANBS plan, clearly articulating time, deliverables, actions and accountability. KPA 4: Monitoring of SWP action plans, implementation Proactively monitor the implementation and progress on all SWP action plans and identify potential opportunities to improve when required. Interpret, provide input and revise (if necessary) divisional action plans, if no longer serving the organization. KPA 5: Reporting Consolidated SWP Reporting: Quarterly & Annually, ensuring accuracy and timely reporting. Develop and submit reports detailing the link to business performance and quantify impact. Develop reports associated with the 5-year strategic plan time horizon of the organization. KPA 6: Up-to-date, accurate data and information management for SWP Implement and ensure all information utilized on the SWP system and/or database/s is up-to-date and accurate. Quality assurance checks and audits of information on a regular basis to ensure accuracy, relevancy and up-to-date information. Ensure a procedure to maintain all information sources utilized effectively. Develop appropriate and efficient systems to ensure accurate data management. Interpret the SANBS workforce data and provide recommendations to senior leadership. KPA 7: SWP Stakeholder Management Support a consistent and common understanding of SWP across SANBS by developing communications for utilization by the Executives and Managers. Draft SWP messaging and communication to support SWP implementation. Drive change management to ensure strategic alignment with all relevant stakeholders in the process. KPA 8: Risk Management Identify potential early warning SWP risks and propose mitigating actions for approval and implementation. Assist and support internal and external auditors by submitting correct data and reports. Ensure organization-wide adherence to SWP policy and procedures. Integrate SWP risks into the broader organizational strategic risk register. KPA 9: Continuous Improvement and quality management Identify opportunities to improve SWP and business processes at appropriate intervals. Proactively identify opportunities and potential synergies across the business with skills planning and integration to talent mapping processes. Incorporate SWP opportunities into the SANBS quality management system. Track and monitor process improvements actions. KPA 10: SWP Governance Ensure SWP policies and procedures are up-to-date and support the business needs and requirements whilst adhering to labour laws and legislation. Ensure SWP templates are reviewed timeously to support efficiencies and effectiveness of SWP operations. Ensure a common understanding of SWP processes and procedures across SANBS. Cognitive Skills Analytical thinking and attention to detail. Management Control. Project Management. Change Management. Holistic / Big Picture. Judgment and Decision making. Problem solving. Planning, Organizing and Monitoring. Knowledge of ER theory, concepts and best practice. Personal Skills Ethical behaviour. Excellence Orientation. Resilience and stress management. Self-Management. Customer Service Orientation. Confidentiality. Resourceful. Interpersonal Skills Communication. Conflict Management. Knowledge Sharing. Organizational Awareness. Relationship Building. Teamwork. Professional Technical Skills Systems Competence. Business and Financial Acumen. Best Practice Thinking. SWP Practice. Business process understanding. Presentation and Business writing skills. Leadership Skills Practical Execution Management. Education Degree in Business, Strategic Management, Human Resources, Industrial Psychology or equivalent. Honors degree will be an advantage. Experience and Knowledge Requirements 5 to 8 years relevant experience. Proven track record in the application of analytics in decision-making. Advanced Excel and data management skills. Understanding of the strategic management principles and processes. In-depth knowledge and understanding of strategic human resource management. Excellent understanding of operational business activities and relationship to manpower planning. Excellent understanding of skills development. In-depth knowledge and understanding of strategic workforce planning. The ability to translate business needs and requirements into practical people solutions. Knowledge of Labour Legislation. Advanced knowledge of information technology systems (SAP preferred). Up-to-date knowledge and understanding of new developments and strategies in Human Resources, transformation, high-performance cultures and change environments. Exposure and experience in/to a unionized environment. The ability to inspire, influence and create a positive work environment and atmosphere. The ability to understand, respect and work with all levels, different management styles, different personalities, work approaches, and cultures. #J-18808-Ljbffr