Head of Talent Management Sandton

2 weeks ago

Johannesburg, Gauteng, South Africa The Recruitment Council Full time
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 highquality 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 it's implementation.


 Stakeholder Engagement
  • Establish deep, trustful and influential relationships with senior leaders and Csuite 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 informa

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