133 Value Management jobs in South Africa

Senior Business Partner, People & Culture, Group Functions, Finance & Value Management

Job Overview

Business Segment: Group Functions

Location: ZA, GP, Johannesburg, 30 Baker Street

To lead the People & Culture agenda for the Group Functions Finance & Value Management portfolio, using specialist knowledge, collaborating with senior stakeholders; advising the area on crafting & execution of bespoke & pragmatic people solutions. To formulate a way forward for the Group Functions, Finance & Value Management portfolio that is fit for purpose, advances the business agenda & people experience within a transforming organisation. To lead the portfolio’s change agenda, managing various stakeholders, ensuring visibility of the Business Partnering team in resolving highly complex problems.

Qualifications

Minimum qualifications
Degree in Human Resources Management / Behavioural Science / Social Science.

Experience required
• 10 years or more experience in People & Culture, with at least 5 years managing and leading a team.
• Experience focusing on partnering with business managers, taking a commercial approach, using data & insights.
• Experience within a multinational company working with and influencing senior management teams on People & Culture matters in a complex environment.
• Demonstrated track record of successfully coaching & influencing business managers on people issues.
• Deep knowledge & understanding of the role People & Culture management plays in enabling business commercial & social relevance, whilst remaining relevant to the people within the business.
• Track record of successfully implementing integrated, effective People & Culture solutions in support of business specific objectives & driving for a sustainable performance in the businesses.
• Prior experience in positioning employee centric People & Culture products to support business objectives.

Please note: All our recruitment processes comply with the applicable local laws and regulations. We will never ask for money or any from of payment as part of our recruitment process. If you experience this, please contact our Fraud line on +27 800222050 or

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Senior Business Partner, People & Culture, Group Functions, Finance & Value Management

Job Overview

Business Segment: Group Functions

Location: ZA, GP, Johannesburg, 30 Baker Street

To lead the People & Culture agenda for the Group Functions Finance & Value Management portfolio, using specialist knowledge, collaborating with senior stakeholders; advising the area on crafting & execution of bespoke & pragmatic people solutions. To formulate a way forward for the Group Functions, Finance & Value Management portfolio that is fit for purpose, advances the business agenda & people experience within a transforming organisation. To lead the portfolio’s change agenda, managing various stakeholders, ensuring visibility of the Business Partnering team in resolving highly complex problems.

Qualifications

Minimum qualifications
Degree in Human Resources Management / Behavioural Science / Social Science.

Experience required
• 10 years or more experience in People & Culture, with at least 5 years managing and leading a team.
• Experience focusing on partnering with business managers, taking a commercial approach, using data & insights.
• Experience within a multinational company working with and influencing senior management teams on People & Culture matters in a complex environment.
• Demonstrated track record of successfully coaching & influencing business managers on people issues.
• Deep knowledge & understanding of the role People & Culture management plays in enabling business commercial & social relevance, whilst remaining relevant to the people within the business.
• Track record of successfully implementing integrated, effective People & Culture solutions in support of business specific objectives & driving for a sustainable performance in the businesses.
• Prior experience in positioning employee centric People & Culture products to support business objectives.

Please note: All our recruitment processes comply with the applicable local laws and regulations. We will never ask for money or any from of payment as part of our recruitment process. If you experience this, please contact our Fraud line on +27 800222050 or

#J-18808-Ljbffr

Senior Business Partner, People & Culture, Group Functions, Finance & Value Management Job Overview Business Segment: Group Functions Location: ZA, GP, Johannesburg, 30 Baker Street To lead the People & Culture agenda for the Group Functions Finance & Value Management portfolio, using specialist knowledge, collaborating with senior stakeholders; advising the area on crafting & execution of bespoke & pragmatic people solutions. To formulate a way forward for the Group Functions, Finance & Value Management portfolio that is fit for purpose, advances the business agenda & people experience within a transforming organisation. To lead the portfolio’s change agenda, managing various stakeholders, ensuring visibility of the Business Partnering team in resolving highly complex problems. Qualifications Minimum qualificationsDegree in Human Resources Management / Behavioural Science / Social Science. Experience required• 10 years or more experience in People & Culture, with at least 5 years managing and leading a team.• Experience focusing on partnering with business managers, taking a commercial approach, using data & insights.• Experience within a multinational company working with and influencing senior management teams on People & Culture matters in a complex environment.• Demonstrated track record of successfully coaching & influencing business managers on people issues.• Deep knowledge & understanding of the role People & Culture management plays in enabling business commercial & social relevance, whilst remaining relevant to the people within the business.• Track record of successfully implementing integrated, effective People & Culture solutions in support of business specific objectives & driving for a sustainable performance in the businesses.• Prior experience in positioning employee centric People & Culture products to support business objectives.Please note: All our recruitment processes comply with the applicable local laws and regulations. We will never ask for money or any from of payment as part of our recruitment process. If you experience this, please contact our Fraud line on +27 800222050 or #J-18808-Ljbffr

Senior Business Partner, People & Culture, Group Functions, Finance & Value Management Job Overview Business Segment: Group Functions Location: ZA, GP, Johannesburg, 30 Baker Street To lead the People & Culture agenda for the Group Functions Finance & Value Management portfolio, using specialist knowledge, collaborating with senior stakeholders; advising the area on crafting & execution of bespoke & pragmatic people solutions. To formulate a way forward for the Group Functions, Finance & Value Management portfolio that is fit for purpose, advances the business agenda & people experience within a transforming organisation. To lead the portfolio’s change agenda, managing various stakeholders, ensuring visibility of the Business Partnering team in resolving highly complex problems. Qualifications Minimum qualificationsDegree in Human Resources Management / Behavioural Science / Social Science. Experience required• 10 years or more experience in People & Culture, with at least 5 years managing and leading a team.• Experience focusing on partnering with business managers, taking a commercial approach, using data & insights.• Experience within a multinational company working with and influencing senior management teams on People & Culture matters in a complex environment.• Demonstrated track record of successfully coaching & influencing business managers on people issues.• Deep knowledge & understanding of the role People & Culture management plays in enabling business commercial & social relevance, whilst remaining relevant to the people within the business.• Track record of successfully implementing integrated, effective People & Culture solutions in support of business specific objectives & driving for a sustainable performance in the businesses.• Prior experience in positioning employee centric People & Culture products to support business objectives.Please note: All our recruitment processes comply with the applicable local laws and regulations. We will never ask for money or any from of payment as part of our recruitment process. If you experience this, please contact our Fraud line on +27 800222050 or #J-18808-Ljbffr

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

Key Performance Areas

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

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

KPA 2: Relationship Management

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

KPA 3: Management of the SWP Annual Scenario Planning processes

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

KPA 4: Monitoring of SWP action plans, implementation

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

KPA 5: Reporting

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

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

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

KPA 7: SWP Stakeholder Management

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

KPA 8: Risk Management

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

KPA 9: Continuous Improvement and quality management

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

KPA 10: SWP Governance

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

Cognitive Skills

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

Personal Skills

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

Interpersonal Skills

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

Professional Technical Skills

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

Leadership Skills

• Practical Execution Management.

Education

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

Experience and Knowledge Requirements

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

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

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

Brunswick Group is placing increased importance on data analytics and enhancing infrastructure to support our approach to value.

This is an opportunity to join the firm’s Group Pipeline Management (GPM) team, which focuses on ensuring consistent, timely, and accurate data capture throughout the client onboarding process. This role will collaborate closely with Client Advisory and other Core Services teams to facilitate knowledge sharing and cohesion. The position reports to the Group Value & Pricing Manager.

Our work with / in Group Pipeline Management

The Group Pipeline Management Team, part of the Value & Pricing Team, is responsible for capturing and analyzing data across all elements of the client onboarding process. The team currently consists of four regional coordinators reporting to a Group team lead.

Key Responsibilities

Jr. Group Pipeline Management Coordinators will support Regional Coordinators globally. Responsibilities include, but are not limited to:

• Supporting Regional GPM Coordinators with:
• Executing data capture across all Regional Clearance and Fee Committee Submissions
• Setting up new mandates, business opportunity codes, and codes for Pro Bono work
• Creating and updating Client records, including Roles, Band, Sector, and confidentiality
• Providing coverage during planned and unplanned absences

• Reviewing records for accuracy and completeness to ensure overall pipeline integrity:
• Confirming potential opportunities nearing lapse in the pipeline
• Cleaning up data to validate completeness
• Ensuring accurate pursuit lifecycle tracking from Clearance to Outcome

• Collaborating with Regional GPM Coordinators to:
• Clarify and address gaps in Clearance or Fee Committee Submissions
• Work with Fee Committees to ensure fee notes and value details are accurate
• Support client teams in setting up and adjusting Mandate records as needed
• Coordinate with Finance, Dynamics, BI, and assistant teams regarding pipeline and mandate details

• Providing foundational knowledge and guidance to client teams and core services on setting up pipeline elements and mandates, including roles, Sector, Practice Group & Issues taxonomies, and structures.

Knowledge, Skills, and Competencies

• Strong verbal and written communication skills
• Organizational and analytical skills
• Attention to detail and commitment to data integrity
• Ability to work independently and collaboratively
• Stakeholder management skills
• Understanding of firm strategy and operations
• Proficiency in Microsoft Word, Excel, PowerPoint (intermediate to advanced)
• Willingness to learn new technologies
• Adaptability in a fast-paced environment
• Creative problem-solving skills
• Strong work ethic and client-service attitude

Our Commitment to Diversity, Equity, and Inclusion

Valuing diversity and fostering an inclusive workplace are central to Brunswick’s culture and success. We support every colleague’s growth and embrace diverse perspectives to enrich our firm and enhance the quality of our work.

Brunswick is an equal opportunities employer. Our Equal Opportunities Policy is available upon request.

About Brunswick Group

Brunswick is a critical issues firm advising leading companies on navigating complex challenges and engaging stakeholders effectively. Our purpose is to help clients operate successfully in a rapidly changing global landscape.

As a single global firm operating seamlessly across borders, we respond effectively to client needs worldwide.

Background

Founded in London in 1987, Brunswick has grown to 27 offices across 18 countries. Originally a M&A and financial communications firm, we now offer a broad range of services including investor engagement, governance, public affairs, crisis management, social issues, cybersecurity, digital communications, and more.

Our incoming CEO is Henry Timms (New York), and our Chairman is Sir Alan Parker (London).

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Nature & Scope

Our client, a dynamic and innovative global leader in the property and building industry, is seeking a Chief Financial Officer to join their team. Based in the company's global service hub in Cape Town, the CFO will have global responsibility for the financial stewardship of all group companies. This executive will be a key business partner to the CEO and the board, providing financial leadership, strategic direction, and operational excellence. The successful candidate will lead and build out a talented and geographically distributed finance team with its primary hub in Cape Town and key members located in the international offices. This is a unique opportunity to shape the financial future of a growing global enterprise, including the potential to list on a European or North American stock market within the next 10 years.

Responsibilities

Strategic Leadership & Corporate Finance :

• Partner with the CEO and executive team to formulate and execute the company's long-term strategic plan, providing robust financial analysis and insights.
• Lead capital allocation strategy, M&A activities, due diligence, and integration.
• Oversee capital structure, manage banking relationships, and lead future fundraising or financing initiatives.
• Drive the financial planning of the company by analyzing its performance and risks.

Financial Planning & Analysis (FP&A) :

• Direct the global financial planning, budgeting, and forecasting processes to ensure alignment with strategic objectives.
• Provide insightful data-driven analysis of financial and operational performance, highlighting trends, risks, and opportunities.
• Develop and monitor key performance indicators (KPIs) and financial metrics across all business units and geographies.

Global Operations & Control :

• Lead and manage the global finance and accounting functions, ensuring the team is effective, motivated, and aligned.
• Oversee all accounting operations, including General Ledger, A/R, A/P, Cost Accounting, and Revenue Recognition, ensuring accuracy and timeliness.
• Manage global treasury, cash flow, and working capital to optimize the company's liquidity and financial position.
• Ensure the integrity of financial systems, processes, and internal controls to safeguard company assets and ensure compliance.

Risk Management & Compliance :

• Ensure full compliance with all financial regulations, tax laws, and reporting requirements (IFRS) across all jurisdictions (South Africa, Switzerland, USA, Ukraine).
• Coordinate and manage the external audit process globally.
• Develop and implement effective risk management policies, particularly concerning interest rates, credit, and currency fluctuations (forex).

Team Leadership & Development :

• Provide strong leadership, mentorship, and development to the global finance team.
• Foster a culture of high performance, accountability, collaboration, and continuous improvement.
• Manage a multi-cultural and geographically dispersed team, promoting clear communication and a unified purpose.

Qualifications & Experience

Professional Certification: Chartered Accountant (CA(SA)) or equivalent (e.g., CPA, ACCA, CIMA) is mandatory.

Education : An MBA or other relevant postgraduate degree is highly advantageous.

Experience :

• Minimum of 10-15 years of progressive finance experience, with 2-7 years in a senior executive role (CFO, VP Finance, Finance Director, or Head of Finance) within a complex multinational organization.
• Experience managing finance functions for companies with significant international operations, especially in Europe and North America.
• Proven ability to develop and lead high-performing, geographically dispersed teams.
• Strong expertise in IFRS; familiarity with US GAAP is a plus.
• Experience in the building or property industry is preferred.

Key Competencies

• Strategic mindset with the ability to provide financial counsel at the executive and board levels.
• Exceptional leadership and people management skills.
• Outstanding communication and interpersonal skills.
• Superior analytical and problem-solving skills, with attention to detail.
• Unquestionable integrity and commitment to ethical conduct.
• Ability to thrive in a fast-paced, growth-oriented environment.

Contractual Information

• Permanent position.
• All suitable candidates are encouraged to apply.

If you wish to apply for the position, please send your CV to the contact provided.

Please visit our website for more exciting opportunities.

Sahil Bissoon

Business Development and Recruitment Specialist

CA Global – Finance

CA Global will respond to short-listed candidates only. If you have not received a response within two weeks, please consider your application unsuccessful. However, your CV will be retained for future opportunities.

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