39 Talent Management jobs in Johannesburg

The Talent Management Business Partner will proactively partner the business leaders of the operating companies within Ogilvy South Africa to enable the business objectives through effective and high engagement human capital strategies. This includes the optimisation, creation and deployment of Ogilvy people and culture policies, guidelines and frameworks within the following areas: Recruitment and Selection, Employee Relations (IR), Performance Management, Change management, Mentorship and Coaching, Organisational Design, Wellness and Culture.

These are enabled through meaningful partnerships with business leaders and relevant specialist functions within the Ogilvy South Africa Group. The Talent Management Business Partner forms a key role within the People team of Ogilvy South Africa and reports into the Chief People Officer: Ogilvy South Africa.

Key Responsibilities & Accountabilities

As Talent Management Business Partner your mandate will be to:

• Serve as a strategic business partner to senior leadership focused on a broad-based and transformational talent agenda designed to find, grow and keep the very best innovative talent in the business.

• Work with the leadership team to understand current and future talent needs whilst partnering with the talent acquisition team to ensure we have the competitive intelligence internally or externally to meet the changing needs of the business.

• Lead recruitment efforts and where necessary partner the talent acquisition team to ensure that we are attracting and recruiting diverse top talent using robust and fit for purpose interview and selection processes and develop our managers on how to assess the talent we will need to grow our business.

• Support the ongoing development and deployment of Ogilvys compelling Employee Value Proposition which will reflect the business culture and ensure we are positioned competitively in the recruiting space, and where necessary build relevant additions to the proposition for your Operating Companies.

• Ensure ongoing diagnosis and assessment of the culture and staff wellness within the businesses you oversee. Leverage culture surveys and exit interview insights to develop and execute appropriate interventions to optimise staff engagement and wellness .

• Contribute to all efforts to ensure our total rewards are attractive and competitive and facilitate increase and other remuneration activities within your business.

• Facilitate a high-quality onboarding experience for all new starters and effective probation management of all new staff.

• Facilitate the career management processes within your business units to ensure staff are supported to exceed expectations.

• Provide counsel on various employee relations issues and organizational development initiatives .

• Support leaders in the management of poor performance through sound labour practises

• Work in partnership with the executive team to develop and execute retention strategies that are relevant to the business challenges (including flexible working, secondments, rotations, etc).

• Evolve and facilitate an effective performance culture , ensuring a culture of honest, open and regular feedback at all levels, with goals and development needs identified.

• Facilitate talent audits/reviews and relevant succession plans . Facilitate effective decision-making to enable the growth of key and high potential talent.

• Facilitate the management of change within your businesses to meet the businesss growth ambitions.

• Partner with the Head of Learning & Development to ensure the execution of best-in-class development and training initiatives in alignment with the commercial requirements (leadership, technical, managerial and behaviour).

Professional, technical skills and previous experience requirements.

• National Diploma in Human Resources and / or an equivalent NQF level 5 or higher qualification.
• A post graduate degree would be advantageous.
• Marketing industry experience is advantageous.
• 7+ years as a Talent Management Generalist or Talent Management Business Partnering experience.
• Working knowledge of South African Labour Relations Acts (LRA, BCoE, EE, BBBEE) and solid experience in dealing with Employee Relations matters.
• Strong commercial and business understanding is highly desirable.
• Proven ability to navigate complex matrix organizations and effectively manage relationships with senior stakeholders.
• Demonstrated experience working with HR systems and technology, coupled with a passion for innovative and forward-thinking people solutions.
• Successful track record of implementing talent strategies and initiatives aligned with business objectives.
• Employs a consultative approach to business partnering, providing valuable insights and solutions.
• Ability to work independently and in a team environment.
• Builds strong relationships at all levels.
• Excellent written, verbal, and interpersonal communication skills.
• Strong client/customer service focus. Willing and able to adjust to multiple demands, shifting priorities, and demonstrate flexibility.
• Whilst this is a strategic, partnering role, Ogilvy expects everyone to pitch in, roll their sleeves up and be part of the team. It will be hands on at times and humility and low ego would be incredibly useful.

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An exciting opportunity exists for a dynamic HR leader to take on the role of Senior Manager: Talent Management at a leading organisation. This role is ideal for a visionary who thrives in transforming talent, learning, performance, and DEIB strategies into tangible business value.

Key Responsibilities:

• Develop and execute the organisation’s Talent Management, Learning & Development, Performance Management, and DEIB strategies.
• Oversee a R28 million budget for L&D and bursaries, ensuring strategic and compliant allocation of resources.
• Lead and implement frameworks for career progression, performance evaluation, leadership development, and employment equity.
• Manage stakeholder relationships and position the People Development function as a strategic enabler of business success.
• Ensure regulatory compliance through accurate and timeous reporting (e.g. EE Reports, WSP/ATR).
• Mentor and lead a team while driving alignment to organisational culture and values.

Requirements:

• Honours Degree in Human Resources or Business Management (BCom minimum).
• 8–10 years’ experience in Talent Management, L&D, Performance Management or Employment Equity at a senior level.
• Deep knowledge of HR legislation, DEIB principles, and performance management systems.
• Proven experience with strategy execution, budget oversight, and stakeholder engagement.
• Strong leadership, communication, and change management capabilities.

EE Disclaimer:

All positions will be filled in accordance with the company's Employment Equity plan. We encourage people with disabilities to apply.

Application Unsuccessful Disclaimer:

If you do not receive feedback within two weeks of your application, please consider it unsuccessful. Keep an eye on our website and other career sites for future opportunities.

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Management and Human Resources
• Industries Staffing and Recruiting

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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:

1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
2. Internal Client Relationship Management – Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
3. Organizational Design – Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
4. Organization Structure – Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization’s mission and business objectives.
5. Transformational Change Management – Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
6. Information and Business Advice – Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game-making expertise and overall organization capability.
7. Compensation and Benefits Program Design – Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
8. Learning and Development Program Design – Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
11. Stakeholder Engagement – Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
13. HR Data Analytics and Insights – Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
14. Leadership and Direction – Communicate the talent development and L&D strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization’s business goals.
15. Organizational Capability Building – Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
16. Performance Management – Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
17. HR Frameworks and Tools – Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
18. HR Data Management and Performance Improvement – Specify and lead the implementation of data requirements for the HR function to meet the organisation’s management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.
19. Change Management – Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Behavioral Competencies:

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

Skills:

1. Planning and Organizing – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
2. Action Planning – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on developing appropriate plans or performing necessary actions based on recommendations and requirements.
3. Data Collection and Analysis – Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
4. Organization Design and Development – Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
5. Policy and procedures – Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
6. Verbal Communication – Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
7. Assessment – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
8. Learning and Talent Development – Applies expertise to act as the organizational authority on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
9. Managing Change – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
10. Policy and Regulation – Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
13. Project Change Management – Uses comprehensive knowledge and/or skills to act independently while providing guidance and training to others on identifying, managing and controlling project-related changes.
14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

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

Experience:

1. Minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.
2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

#J-18808-Ljbffr

Our client is one of South Africa’s leading financial service providers in short-term insurers, a long-term insurer, health insurance as well as an insurance and personal finance comparison platform is now looking for an exceptional individual for the role of Head of Talent Management.

Responsibilities:

1. Functional Strategy Formation – Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.
2. Internal Client Relationship Management – Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
3. Organizational Design – Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
4. Organization Structure – Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization’s mission and business objectives.
5. Transformational Change Management – Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
6. Information and Business Advice – Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game-making expertise and overall organization capability.
7. Compensation and Benefits Program Design – Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
8. Learning and Development Program Design – Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
9. Talent Development – Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
10. Policy Development & Implementation – Develop a comprehensive policy framework for a significant area of the business, and oversee its implementation.
11. Stakeholder Engagement – Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.
12. Budgeting – Take overall responsibility for setting and approving budgets that achieve organizational strategy.
13. HR Data Analytics and Insights – Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
14. Leadership and Direction – Communicate the talent development and L&D strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization’s business goals.
15. Organizational Capability Building – Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.
16. Performance Management – Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.
17. HR Frameworks and Tools – Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.
18. HR Data Management and Performance Improvement – Specify and lead the implementation of data requirements for the HR function to meet the organisation’s management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.
19. Change Management – Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Behavioral Competencies:

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

Skills:

1. Planning and Organizing – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
2. Action Planning – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on developing appropriate plans or performing necessary actions based on recommendations and requirements.
3. Data Collection and Analysis – Works independently and provides guidance and training to others on analyzing data trends for use in reports to help guide decision making.
4. Organization Design and Development – Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
5. Policy and procedures – Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
6. Verbal Communication – Acts with expertise as the organization’s authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
7. Assessment – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on analyzing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
8. Learning and Talent Development – Applies expertise to act as the organizational authority on motivating all employees to learn, grow and develop so that they can obtain the knowledge and experience they need to help the organization reach its goals.
9. Managing Change – Uses comprehensive knowledge and skills to work independently while providing guidance and training to others on maintaining high performance while applying a change mindset to the planning, execution and monitoring of business activities during times of change.
10. Policy and Regulation – Works independently and provides guidance and training to others while interpreting and applying comprehensive knowledge of laws, regulations and policies in area of expertise.
11. Policy Development and Implementation – Uses expertise to act as organizational authority on developing and implementing policies.
12. Presentation skills – Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
13. Project Change Management – Uses comprehensive knowledge and/or skills to act independently while providing guidance and training to others on identifying, managing and controlling project-related changes.
14. Review and Reporting – Uses expertise to acts as the organizational authority on reviewing and creating relevant, lucid and effective reports.

Education:

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

Experience:

1. Minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.
2. Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

#J-18808-Ljbffr

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

Job Advert Summary

Are you passionate about driving impactful Human Capital strategies and making a real difference at operational level Join Unitrans as a Human Capital Consultant and play a vital role in enabling our business success through effective people practices.

Unitrans is seeking an experienced and dynamic Human Capital Consultant to provide expert advisory tactical and operational HC support across designated sites or business clusters. This role is integral in implementing Human Capital strategies that are closely aligned with our business objectives.

You will partner with frontline managers and senior leaders to ensure effective HC service delivery promote employee engagement and build management capability in workforce-related matters. This position plays a critical role in embedding best practices in talent management performance management organisational development and compliance with labour legislation and internal HR policies.

Why Join Us

At Unitrans we value our people and believe in growing talent from within. Youll be joining a high-performance culture that supports innovation collaboration and continuous improvement. Be part of a team that is passionate about delivering results and making a positive impact every day.

Ready to drive change and add value

Apply now and become part of a people-driven organisation where your Human Capital expertise will help shape the future of our workforce.

Duties & Responsibilities

Strategic HC Advisory and Implementation

Support the execution of divisional and business unit HC strategies in line with organisational objectives.

Partner with senior and supervisory leaders to interpret HC strategies and translate them into actionable plans.

Advise management on organisational design workforce planning and talent optimisation.

Talent Management and Workforce Planning

Facilitate the workforce planning process to ensure alignment with business needs.

Support talent review processes and succession planning activities within the division.

Assist in the identification development and retention of high-potential talent.

Employee Engagement and Culture

Support the implementation of culture change initiatives and values alignment programmes.

Analyse employee engagement data identify trends and propose action plans to address concerns.

Promote inclusive practices and contribute to a positive performance-driven work culture.

Drive the promotion and implementation of EVP initiatives

Performance and Development

• Drive the implementation of performance management processes ensuring consistency and quality of delivery.
• Coach managers on goal setting performance reviews and feedback conversations.
• Work with Learning & Development to identify skills gaps and recommend development interventions.

Organisational Effectiveness

Provide support in organisational design and change management efforts.

Conduct job analysis and support the development of job profiles and competency frameworks.

Assist in change initiatives and organisational restructuring at the business unit level.

HC Process Execution

Manage end-to-end HC process related to onboarding offboarding contracts and employee record maintenance.

Coordinate and execute the recruitment interviewing and selection of new staff and assist with local onboarding activities.

Liaise with Payroll / Shared Services to resolve discrepancies or delays in transactional processing affecting employees.

Site-Level Support and Engagement

Provide first-line support and advice to employees and line managers on HC processes and policies.

Facilitate site-based engagement DEI and wellness initiatives.

ER / IR Advisory and Administration

Advise on labour relations issues in line with company policies and labour legislation.

Effectively coordinate and support the execution of conciliation and arbitration disciplinary hearings grievance procedures and poor work performance processes at site level.

Ensure procedural compliance in all ER / IR matters partnering with line managers to implement disciplinary action in line with company policy and labour legislation.

Manage Union meetings and engagements where and when required.

Maintain accurate documentation for all ER / IR cases and escalate complex or highrisk matters to the Human Capital Manager

Accountable for monthly IR reporting for area of responsibility

Data Analytics and Reporting

Monitor site workforce trends (absenteeism turnover grievances) and escalate insights to the HC Manager or Site Leadership.

Analyse human capital metrics and provide insights to drive business decisions.

Prepare regular and ad-hoc reports for leadership including headcount turnover and diversity metrics.

Monitor the effectiveness of HC programmes and recommend improvements.

Project Support

Drive the operational rollout of HC projects and initiatives at site level (e.g. engagement surveys system changes wellness campaigns).

Coordinate local logistics communication and staff engagement related to project implementation.

Support change management activities by cascading project messaging and collecting feedback from frontline teams.

Reporting and Compliance

Maintain employee records accurately and ensure compliance with HC policies and practices.

Key Interfaces

Contract Managers Site Supervisors and Line Managers

Human Capital Manager / Divisional Head

HC Shared Services

HC Centre of Expertise

Payroll and Finance

Site Employees

Minimum Requirements

Bachelors Degree or Diploma in Human Resources or related field.

Minimum of 5 years experience in an HR generalist or consulting role preferably within a complex or operational environment.

2 3 years should ideally be in HC business partnering.

Sound knowledge of labour legislation and HR best practices.

Strong interpersonal and stakeholder management skills.

Proven ability to influence coach and support line managers.

Excellent problem-solving planning and organisational skills.

Willingness to travel between sites / clusters as required.

Core Competencies and Skills

Business acumen : Understands the business context and uses this knowledge to influence HC decisions

Consulting Skills : Strong interpersonal advisory and influencing skills at various levels.

Change Agility : Ability to support and drive change initiatives.

Analytical Thinking : Uses data to identify trends measure impact and drive decisions.

Relationship Management : Builds trust and strong working relationships with internal stakeholders.

Communication : Strong verbal and written communication skills; capable of articulating complex information clearly.

Execution Focus : Able to manage multiple priorities and deliver results within set timelines.

End to end management and coordination of HC value chain initiatives

Labour Law and Policy Advisory ER / IR Process

Operational Agility

Required Experience :

Contract

Key Skills

Arabic Speaking,Hyperion,Jsf,Farming,Db2

Employment Type : Full-Time

Experience : years

Vacancy : 1

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We are recruiting on behalf of our client, a respected company in the financial services industry, for a Human Capital Administrator. This is an excellent opportunity for a diligent, detail-oriented HR professional looking to contribute to a dynamic and supportive team environment. Based in Johannesburg, South Africa.

Key Responsibilities

• Maintain accurate and up-to-date employee records, including employment history, benefits enrolment, and personal data
• Process new hire paperwork and coordinate onboarding activities, including conducting HR orientation sessions
• Manage employee transitions such as promotions, transfers, and coordinate off-boarding activities
• Respond to employee inquiries related to HR policies, procedures, and programs, and direct inquiries to the appropriate Human Capital Specialist as needed
• Coordinate HR programs and initiatives, including HR training
• Coordinate activities of the Health and Safety Committee (training will be provided)
• Assist in HR projects, including research, data analysis, and contributing to HR infrastructure development
• Assist in administering employee benefits, including enrolments and changes
• Coordinate the maternity and parental leave planning and application process
• Perform other HR administrative tasks as assigned
  
  

Qualifications, Knowledge, And Experience

• Bachelor’s Degree in Industrial Psychology, Human Resources, or a related field preferred
• 1–2 years of experience in HR administration or a similar role preferred
• Proficient in Microsoft Office Suite
  
  

Skill Set And Desired Competencies

• Excellent interpersonal and communication skills
• Strong administration and organisational skills
• Knowledge of HR policies, procedures, and programs, with a basic understanding of employment law and regulations
• Attention to detail
• Ability to handle confidential information with discretion and maintain confidentiality
• Teamwork skills

Seniority level

• Seniority level Entry level

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Staffing and Recruiting

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The Senior HCBP undertakes strategic HC activities for the operation, while working collaboratively with the Executive of HC Operations and Group Altron Human Capital Executive. The Senior HCBP works proactively with operations leaders and fellow HCBP’s to ensure HC is delivered fairly and consistently to a high-quality standard. Responsible for working within the operation to shape and influence the People Agenda, partnering with line management to translate business priorities into HC activity which can be implemented by HC Operations.

Strategic Human Capital Business Partnering

• Provide input into the development of the Operations HC strategy.
• Partner with and provide insightful Human Capital expertise to business leaders and the HC team on all people-related subjects.
• Act as the escalation point for HC matters in the respective operations.
• Broker solutions and challenge the business and HC to drive customer-focused innovation. Coach and develop senior leaders on a number of HC business-wide initiatives, including cultural change programmes and employee engagement strategies.
• Coordinate the deployment of HC skills and expertise from across the HC service delivery model to bring the right people solutions to the operation.
• Assess, evaluate and develop the right skills in the right places across the business, facilitating strategies to fill gaps where needed.
• Inspire business leaders within the operation to deliver HC transformation of their area, aligning ways of working to create a high-performance people culture.
• Partner with, consult with and influence the line management on people needs to enable delivery of business targets (e.g. through driving the development of talent pipelines within the operation).
• Translate business strategy and requirements into HC plans, in line with the Altron Group strategy and the HC strategy.
• Champion and implement the people strategy within the operation and ensure business strategies align, challenging as required to drive change.
• Input into the organisation design to ensure that structures, roles and responsibilities, enable delivery and a high-performance culture.
• Partner with line management within the operation to ensure integrated people strategy and fair people management.
• Advise management on people matters and demonstrate the value of HC to the business by voicing key people concerns.
• Lead relevant HC related projects in the respective operation working with members of the wider HC team (e.g. operations roll out of a new policy or process).
• Engage line management to advocate and demonstrate compliance with HC policy and champion interventions.
• Hold business accountable to deliver performance and people management, challenging quality where needed.
• Manage and or perform all relevant administration to achieve efficiency.
• Implement the HR governance structures per the HR policy.
• Proactively providing HC reports to the various forums as required.
• Concentrate on strategic issues and high-risk HC cases, considering risks and determining solutions and initiatives.
• Adopt a highly strategic and proactive role (e.g. partnering the business to outline organisational objectives) instead of an operational role (e.g. reactive to and purely implement the business plan).
• Coach line management within the operations, drawing on expertise from Center of Expertise roles and other HC Operations, to ensure correct application and implementation of HC, legislative and statutory policy and process.
• Evaluate and build business capability through facilitating talent management, succession and resource planning.
• Guide and assist line managers to determine supply and demand in order to ensure the effectiveness of the sourcing strategy.
• Drive a high-performance culture within the operation (through Talent Reviews and identifying opportunities for talent development).
• Demonstrate understanding of remuneration and provide guidance regarding remuneration matters. Pro-actively communicating with the operation regarding remuneration matters where appropriate.
• Provide feedback from the operation to HC Head of Operations and Group HC on the relevance and effectiveness of policy, tools and processes to help improve their design.
• Work closely with Group HC, fellow HCBP’s and the HC leadership team to continuously monitor and identify opportunities for improvement in the efficiency and quality of HC services; provide business feedback to appropriate HC governance forums.
• Ensure understanding of the business drivers and strategy of the operation.
• Translate people data to extract strategic value for business. Work with other parts of the HC Function to provide business intelligence.

CORE RESPONSIBILITIES

Staff Leadership and Management

• Build and manage a high performing team by providing leadership, role clarity, training and career development.
• Ensure open communication channels with staff and implement change management interventions where necessary.
• Provide definition of roles, responsibilities, individual goals and performance objectives for the team.
• Set KPIs and provide regular performance feedback through a well-defined and implemented performance review program.
• Develop and implement a training plan in order to build and develop skills within the team.
• Encourage knowledge transfer through the implementation of a knowledge transfer plan and drive a continuous improvement philosophy.
• Performance manage resources in accordance with HC policy and legislation where necessary
• Actively participate in leadership team and develop skills of own team.
• Promote a ‘Altron centric’ and ‘partnership approach’ to develop strong relationships with other working groups and ensure adherence to Group governance.

Governance and Risk Management

• Implement Service Level Agreements and Standard Operating Procedures for strategic HC partnership and service delivery aligned to the group framework.
• Provide feedback to the relevant stakeholders within Group HC and HC Head of operation to initiate improvement projects that will increase profits, improve efficiencies or protect against risks in the function.
• Establish and maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.

External Parties and Relationship Management

• Monitor all the HC risk within the operations to provide mitigation solution.
• Manage relationships with operational Heads and Business partners and act as a trusted advisor.

COMMUNICATIONS & WORKING RELATIONSHIPS:

Internal:

• Heads of Operations and Business Units
• Group Heads HC
• Peers within the Group
• All stakeholders within the operation
• Shared Services

Reasons for Interaction:

• Ensure the effectiveness of the HC Operation.
• Manage relevant HC Operations initiatives.
• Provide advice to line management.
• Provide input to group relating to HC

External:

• Consultants and Service Providers

Reasons for Interaction:

• Work with consultants and service providers
• Fulfil Statutory obligations

QUALIFICATIONS, EXPERIENCE, & SKILLS:

Educational Qualifications:

• Bachelor’s degree in human resources or Honours degree preferred.
• Professional membership in HC association (preferred)

Years of Experience

• 8 - 10 years of progressive, professional experience with an emphasis in HR Generalist and Business Partnering and managing a team.

Other requirements

• Demonstrated skills, knowledge and experience in managing HC function.
• Detail orientation, proven organisational skills and high degree of accuracy.
• Working knowledge of relevant local labour legislation.
• Practical knowledge of remuneration
• Strong oral and written communications skills.
• Experience of partnering with line management and the HC team to produce long term HC strategies.
• Good knowledge of HC systems.
• An understanding of employee engagement that is beyond the theoretical and can demonstrate it with practical examples of how to improve it in the workplace.
• Excellent prioritisation skills.
• Strong influencing and conflict resolution skills.
• Excellent practical knowledge Human Capital Management theories and principles.
• Strong practical knowledge of all areas of HC: change management, organisational development, employee relations, transformation and BBBEE, talent and performance management, learning and development, rewards and benefits, payroll, talent acquisition, workforce planning, HC analysis,
• employee retention and engagement.
• Ability to maintain supreme levels of ethical behaviour and confidentiality.
• Strong analytical and problem-solving skills.
• A good knowledge of reward systems, payroll systems and workflow
• Ability to work independently and within teams.
• Ability to initiate/manage cross functional teams and multi-disciplinary projects
• Ability to identify opportunities for improvement.
• Ability to impart and share knowledge and skills.
• Ability to work in a fast-paced environment and under pressure.

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Information Technology
• Industries IT Services and IT Consulting

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