Human Capital Business Partner: Group Office

2 weeks ago

Bellville, Western Cape, South Africa Sanlam Full time
Who are we?

Sanlam was established as a life insurance company in South Africa but has since transformed into a diversified financial services group that operates across the African continent, India, Malaysia and selected developed markets, with listings on the Johannesburg, A2X and Namibian stock exchanges.

In 2018 the Group celebrated its centenary as well as 20 years since demutualisation and listing in South Africa and Namibia.

Sanlam is one of the largest internationally active insurance groups in the world with a presence in 43 countries and has the biggest non-banking financial services footprint on the African continent.


The Group's four business clusters (Sanlam Life and Savings, Sanlam Investment Group, Sanlam Emerging Markets and Santam) house the Group's business operations.

The Group Office provides strategic direction and support to the four clusters, assisting them in realising their strategies and meeting their business objectives.

The Group Office is responsible for governance and for the Group's centralised functions, which include:
Finance, Actuarial and Risk Management, Strategy, Human Resources, Market Development and Sustainability.
What will you do?

Works with the leadership team of defined business area and the Group Human Capital team to implement the Group Human Capital strategy, to ensure that the business executes on their people agenda.

Key to the success of the role is the ability to develop strategic partnerships with the leadership teams within assigned portfolios.

This comes from understanding the business's key strategic challenges and providing HC interventions to help the leaders achieve their goals and create a positive and productive workplace.

What will make you successful in this role?
Supports leadership team on people issues
Aligns business requirements and effective HC practices to deliver people solutions.
Influences leadership around people agenda and issues
Analyse HC data and interpret ito trends and suggestions for decision making

Owns talent management for the business area
Builds leadership competence through coaching and guides line management around people processes
Implements talent management framework (including succession management)
Identifies the immediate and long-term talent issues that impact the area and put appropriate plans in place to address
Ensures the retention of high performing and high potential employees through the proper management of learning and development opportunities, mentoring, coaching and reward

Manages Talent Acquisition
Supports the business with the recruitment and placement of talent.
Identify critical and scarce skills for business unit and agree strategies with all relevant COE's (e.g. Talent acquisition, L&D & Total Rewards) to ensure appropriate pipelines over short and longer term

Helps to shape the culture
Ensures that values and leadership standards are communicated and understood at all levels in business area
Helps the business area to establish and maintain high levels of employee engagement through people solutions

Delivers Key HR initiatives as the key interface
Identifies projects and HR initiatives in line with business area needs
Partner with key stakeholders within business area to ensure that all HC projects are appropriately communicated
Co-ordinates project integration initiatives into annual plan

Improves the overall people effectiveness of the business area
Provides high level people management advice, guidance, support
Advises and educate on HC policies and procedures
Implements all people processes and practices and ensure that they are legally compliant and fairly applied
Acts as first line of contact for any employee relations issues ensuring all risks are managed within the framework of best practice and all relevant legislation
Supports, develops and coaches line managers to manage employee relations issues

Facilitates reward processes
Supports the annual salary review process
Works with the line managers to distribute salary budget aligned with talent strategy and fair remuneration practices

Manages learning and development implementation
Helps implement, develop and facilitate a learning environment
Identifies learning and development needs and contracts with CoE to design and deliver
Support and manages the delivery of learning and development solutions and programs from the CoE

Driving the transformation agenda
Support business in developing their EE plan (including numerical targets and AA actions)
Facilitate the alignment of business strategy and EE plan
Ensure execution of all initiatives in line with the BU EE Plan

Provide mentoring and coaching support to the current HC team to enable learning and growth. Qualification and Experience Degree or Diploma with 8 to 10 years related experience or qualified by extensive experience. Knowledge and Skills Strategic Planning Drives transformation and change organisational design and development Risk and Governance Management Leading

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