13 Performance Management jobs in South Africa

Assistant Director: Logistics, Contract and Performance Management, Ref No. CAS 40/2025 Join to apply for the Assistant Director: Logistics, Contract and Performance Management, Ref No. CAS 40/2025 role at Western Cape Government The Department of Cultural Affairs and Sport, Western Cape Government has an opportunity for a qualified and competent individual to coordinate and review the processing of requisitions for goods and services. Seniority level Not Applicable Employment type Contract Job function Management and Manufacturing Industries Government Administration #J-18808-Ljbffr

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

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

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

Overview

To lead, manage and provide expertise and advice in the development and implementation of talent acquisition, workforce planning and performance strategies to ensure that resourcing requirements are met, and top talent are identified, attracted and retained to meet dynamic business and operational needs

Requirements

Minimum Qualifications

• Degree: Human Resources Management, Business Studies, or Industrial Psychology

Minimum Experience

• Must have minimum 5 - 7 years’ experience in Human Resources environment
• Must have 3 years experience in talent development
• Must have minimum 1-2 years in management experience
• Previous experience in the healthcare industry advantageous

Key Competencies

• Policy Development
• HR Strategies and Policies
• Strategy articulation
• Workforce planning
• Result management
• Organisational awareness
• Strategic Relationship Building
• Impact and influence
• Conflict Management
• Leadership skills

Deliverables

• Develop, implement and facilitate talent management strategies and programmes in order to deliver business objectives successfully and prepare the business for future workforce requirements
• Facilitate the employee value proposition for talent acquisition and retention and ensure the development and submission of reports to relevant committees and reporting structures, for statutory and legal compliance decision making.
• Develop and review the recruitment and talent development and management practices and interventions for the purposes of evaluating effectiveness and alignment to talent strategies.
• Collaborates with HRBPs in hospitals to identify trends within hospitals (workforce transition) and make recommendations as required
• Overseeing the day-to-day management of the recruitment process, including reviewing job descriptions, website advertising, updating of the company resource plan, sifting and selection of CV’s, attending interviews and selecting candidates
• Develop a skills acquisition framework for the organisation for partnering with external skills providers and platforms (i.e. recruitment agencies, job boards, etc)
• Establish the Group’s performance management framework, policy and processes and ensure review at appropriate times
• Ensure implementation and adherence to the approved performance management framework and methodology within the Group
• Drive and cascade and socialisation of approved functional KPIs and targets
• Streamline the department and drive alignment, collaboration and synergy between the various stakeholders (Business Partners, HR operations and Performance and Learning) to provide a comprehensive business solution
• Take a tactical strategic view of the value chain to ensure the Talent Management is optimally integrated in HR and the business and optimised within CHG’s operating context
• Demonstrate visible leadership in respect of company values, operating model and strategy
• Lead and manage the Talent acquisition team meetings and ensure participation from all parties
• Comply with cost controls to achieve section budget
• Demonstrate visible leadership in respect of company values, operating model and strategy
• Participate in committee meetings and forums
• Lead and manage the Talent acquisition team meetings and ensure participation from all parties
• Comply with cost controls to achieve section budget

#J-18808-Ljbffr

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.

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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

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

Overview

As the Head of Talent Management, you will play a critical role in developing and executing talent management/HR strategies that enable the organisation to attract, retain and develop top talent. You will lead HR professionals and implementation of talent management programs that align with business objectives, foster employee development, and support the organisation's culture and values. You will also work closely with senior leadership to assess and address talent gaps, develop succession plans, and provide ongoing support for career development and growth.

Responsibilities

• Lead HR professionals and implementation of talent management programs that align with business objectives, foster employee development, and support the organisation's culture and values.
• Work closely with senior leadership to assess and address talent gaps, develop succession plans, and provide ongoing support for career development and growth.

Details

• Seniority level : Mid-Senior level
• Employment type : Full-time
• Job function : Human Resources

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