Senior Manager: Leadership and Development Journey

2 weeks ago

Pretoria, South Africa Secondments Recruitment Full time

**Job Advert Summary**:
The purpose of this role is the shaping and implementing the company’s strategy for leadership development and continuous learning. This role is essential for fostering a culture of growth, adaptability, and innovation within the company. The Senior Manager will play a pivotal role in driving leadership excellence and employee development, ensuring the company remains competitive and future ready.

The incumbent will work closely with the Head of Department or BUL, People Business Partners, and internal non-People Portfolio stakeholders to ensure the smooth delivery of key People learning strategy processes in a manner that activates the key variables that impact employee experience in the organisation.

**Minimum Requirements**:
This position requires a minimum qualification of a Post-graduate Degree in Human Resources/ Business Management.

Master’s level qualification in Human Resources Management or business. Senior professional registration with a recognised Human Resources professional body.

Minimum 8 years’ experience of which 3 years should have been at manager level within the Human Resources or People environment.

Added advantage: Public sector projects experience or private sector Projects Consulting experience.

**Duties and Responsibilities**:
Strategic Function
- As may be required, designs, and develops a long-term leadership development strategy that aligns with the company's mission, values, and goals.
- Inputs towards and contributes to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieve long-term objectives.
- Based on sound understanding of the company’s business goals, business and operating models and core processes (business acumen), influences and aligns the People strategy into clear business unit people objectives and action plans to support the achievement of the overall organisation objectives.
- Provides strategic support to the BUL on the implementation and monitoring of the People strategy at portfolio level.
- Facilitates alignment of the leadership development strategy with the broader functional and business objectives of the company.
- Periodically provides strategic internal and external insights into programme-level initiatives aimed at impacting employee experience and ensure higher performance and retention.

Product Management and Operations Management
- In respect of Leadership Development Strategy
- Develops, for approval, and executes a comprehensive leadership development strategy aligned with the company's goals and values.
- Identifies leadership competencies and skills required at all levels of the company.
- Designs leadership programmes and initiatives to nurture leadership talent, including mentoring, coaching, and succession planning.
- In respect of Leadership Development Planning
- Develops a long-term leadership development strategy that aligns with the organization's mission, values, and goals.
- Identifies key leadership competencies and skills needed at different levels within the company.
- Creates a roadmap for succession planning and talent development to ensure a pipeline of effective leaders.
- In respect of Learning and Development Initiatives
- Creates and manages a holistic learning and development framework that addresses the diverse needs of employees.
- Collaborates with various stakeholders to curate and deliver training programs, workshops, and e-learning modules.
- Monitors the effectiveness of learning initiatives through feedback, assessment, and metrics.
- Designs and oversees the implementation of a diverse range of learning programmes, including workshops, training sessions, e-learning modules, and coaching initiatives.
- Ensures that learning initiatives cater to the needs of various employee groups, from new hires to senior executives.
- Evaluates and selects appropriate delivery methods and technologies to enhance the learning experience.
- Evaluates and selects appropriate delivery methods and technologies to enhance the learning experience.
- In respect of a Learning Organisational Culture
- Identifies opportunities to promote a culture of continuous learning, adaptability, and innovation throughout the company.
- Champions learning agility and inspire employees to embrace change and acquire new skills.
- In respect of Measurement and Evaluation
- Establishes clear metrics and key performance indicators to assess the effectiveness of leadership and learning programmes.
- Regularly evaluates the impact of training and development initiatives and uses data-driven insights to make improvements.

Data Literacy and Digital Agility
- Utilises data and analytics to assess the impact of leadership and learning programmes.
- Monitors key performance indicators (KPIs) to measure the effectiveness of strategies.
- Uses data to make informed decisions and continuously improve programmes.
- Facilitates the periodic review of the Learning Experien

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