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