Executive Head of Human Capital

2 weeks ago

Bellville, Western Cape, South Africa Metropolitan Life Full time

Introduction

  • Metropolitan is one of the oldest financial services brands in South Africa. With a 125year legacy of serving the communities in which it operates, Metropolitan represents true empowerment in serving Africa's people through affordable financial solutions that create financial growth and security. Metropolitan operates in South Africa, but the brand is also present in 7 African countries including, Namibia, Botswana, Kenya, Ghana and Lesotho. Metropolitan provides financial wellness solutions that meet the needs of lowincome clients, including funeral insurance, health, savings, hospital cashback cover, retirement solutions and life insurance.
    Role Purpose
  • Overseeing and optimising the end to end human capital value chain within Metropolitan Life, member of Momentum Metropolitan group to ensure the effective management and development of its workforce, through the aligning of human capital strategies with business objectives to drive organisational success

Requirements:

  • Postgraduate degree in Psychology or related Human Capital field or Business Administration
  • 810 years HC business consulting experience in a senior level
  • A deep understanding of HC principles, practices, and human behaviour
  • Sound experience of Strategy formulation, Culture transformation, Talent management & succession strategies, Organisational development practices, learning and development,
  • Registered with Health Profession Council of South Africa (HPCSA) as a Psychometrist or Industrial Psychologist advantageous
  • Knowledge of ethical standards and practices in human capital, including confidentiality, data privacy, and ethical decisionmaking.
  • Knowledge of relevant labour laws, regulations, and employment equity requirements.
  • A solid understanding of business principles, industry trends, and the competitive landscape.
  • Awareness of the financial aspects of human capital, budgeting, and cost management.
  • Staying updated on emerging trends, best practices, and innovations in human capital management.

Duties & Responsibilities

  • PROCESS:
  • Build strategic partnerships with business leaders to understand business priorities and requirements and align Human Capital (HC) strategies accordingly, resulting in effective collaboration and shared understanding.
  • Provide a clear and consistent Human Capital (HC) partnering value proposition that is aligned to and forms an integral part of the strategic intent of the organisation, ensuring a compelling case for HC involvement and integration.
  • Develop and implement innovative Human Capital (HC) strategies and goals that effectively communicate and support the organisation's vision and strategic objectives, leading to a proactive and forwardthinking approach to HR initiatives.
  • Influence the design and development of Human Capital (HC) practices, policies, and projects across the employee lifecycle that are aligned with business priorities, resulting in a cohesive and integrated approach to HR management and practices.
  • Prioritise and implement the Recruitment, Selection, Induction, and Onboarding (RSIO) practice within the division, ensuring strategic alignment, equipping the Human Capital (HC) team, and driving the adoption of best practices, leading to a streamlined and effective talent acquisition process.

CLIENT:

  • Build and maintain effective business relationships with all key stakeholders by initiating and maintaining regular interactions, resulting in strong partnerships and collaboration across the organisation.
  • Act as a trusted coach and advisor to leaders in the business on Human Capital (HC)related issues, providing valuable insights and guidance that contribute to informed decisionmaking and improved HR practices.
  • Foster a business culture of high performance and inclusivity, consistent with the vision, purpose, and values of the organisation, cultivating an environment that aligns with organisational goals and promotes employee engagement and satisfaction.
  • Keep abreast of trends, legislation, and best practices within the Human Capital (HC) industry to enhance and streamline the function, ensuring that HR practices remain current, compliant, and effective in supporting business needs.

PEOPLE:

  • Promote a culture of high performance and inclusivity, engaging with senior leaders to position employee recognition as a key enabler of strategy and performance, resulting in increased motivation and productivity.
  • Promote employee wellness and the employee value proposition (EVP) as a key Human Capital (HC) priority, providing insights and input to enhance the employee value proposition based on business priorities and people trends in the division, leading to improved employee satisfaction and retention.
  • Provide advice and guidance on complex Human Capital (HC) issues to effectively support the business and manage risk, ensuring HC decisions are informed, compliant, and aligned with organisational goals.
  • Drive the imp

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