The primary administrative purpose of this role is that of a Departmental Head within the People Portfolio in company nomenclature a Business Unit Leader (BUL). This role will be reporting to the Chief People Officer. The primary functional purpose of the role is driving and enhancing the overall organisational development practice, performance, and efficiency of the company through strategic People initiatives. This position is responsible for developing and executing People organisational effectiveness and development strategies, programmes, and initiatives that contribute to the company’s long-term success, alignment with its goals, and the development of its structural and organisational potential. This role requires a seasoned Human Resources professional with a deep understanding of talent management, organisational development, and change management.

• Core orientation: Leads the design and development of functional strategies.
• As may be required, designs and or reviews the Centre of Excellence operating model and value chain to align with the People strategy.
• Ensures that talent management, culture, and change initiatives align with the overall strategic goals and vision of the company.
• Regularly updates senior leadership on the progress and impact of these initiatives.Product and Operational Management Develops and implements People strategies aligned with the company’s goals and objectives, with a specific focus on improving overall effectiveness and performance.
• Continuously ensures that the BU aligns with the broader organisational goals, vision, and values, playing a pivotal role in the strategic execution of People services.Cultural Assessment: Facilitate the conducting thorough assessments and analyses to understand the current organisational culture.
• Identifying cultural strengths, weaknesses, and areas for improvement through surveys, interviews, and other feedback mechanismsLeadership Alignment: Works closely with top leadership to ensure alignment with and commitment to the desired culture.
• Encourages leaders to model the values and behaviors that reflect the intended culture.Communication of Cultural Expectations: Clearly communicates cultural expectations to all levels of the company
• Develops and disseminates materials that outline cultural values, norms, and expected behaviors.Change Management Strategic Alignment Aligning change management initiatives with the overall strategic goals and vision of the company
• Ensuring that change efforts are integrated into the broader context of organisational effectiveness.Change Readiness Assessment: Conducts assessments to gauge the company’s readiness for change.
• Identifies potential barriers and areas that require special attention during the change process.Stakeholder Analysis: Conducts a thorough analysis of stakeholders to understand their perspectives, concerns, and potential impact on the change process.
• Develops strategies to engage and communicate with diverse stakeholder groups.Leadership Engagement:
• Collaborates with top leadership to secure their commitment to and active involvement in the change process.
• Provides leadership with the tools and support needed to guide their teams through the change.Change Champions Network: Establishes a network of change champions or advocates within the companyAdaptive Leadership Development: Fosters a culture of adaptive leadership that can effectively navigate and lead through change.Metrics and Evaluation: Establishes key performance indicators (KPIs) to measure the progress and success of change initiatives.Leadership Strategy & DNA Frameworks Strategic Leadership Alignment:
• Aligns the leadership strategy with the broader company strategy and objectives.Performance Management Alignment: Aligns performance management processes with the DNA framework to ensure that leadership behaviors are assessed against established norms.DNA Framework EvaluationEstablishes and reviews metrics and key performance indicators (KPIs) to measure the effectiveness of the DNA framework.
• Conducts regular assessments to evaluate the impact of the DNA framework on leadership practices and company outcomes.Stakeholder Management Identifies key stakeholders and customers of the People portfolio, and via engagement and collaboration, build sound substance-based relationships that will benefit both the OrganisationPeople Management Champions the vision, mission, and values of the People component in line with those of the company
• Provides strong leadership to a team of People professionals within the Organisation Effectiveness BU.Digital Literacy and Digital Agility Facilitates the periodic review of the BU operating model to identify the impacts and opportunities for digital transformation interventions.Financial ManagementDemonstrates an understanding of the financial and commercial sustainability variables that impact the company
• Compiles the budgets and contributes to the development of the BU’s and Portfolio budget.

Minimum Requirements

Skills, Experience & Education

Formal Education: This position requires a minimum qualification of Masters level qualification in Human Resources Management or Business Management or equivalent.

Experience

Minimum 10 years’ experience in Human Resources Management of which a minimum of 5 years should have been in a senior management role with exposure to managing shared services and other functions of the HR value chain.

Added advantage: Experience working within the Financial Services or Professional Services sector would be advantageous.