People Development Manager
2 months ago
Join our team as a People Development Manager, where you will play a key role in driving business success through the development of our people.
Key Responsibilities:- Strategic Planning: Contribute to the business strategy by identifying, prioritizing, and building people capabilities, behaviours, and structures.
- Organizational Development: Lead the development of innovative OD and L&D projects, programmes, and initiatives.
- Change Management: Provide direction and leadership in the development and implementation of change management processes.
- Talent Development: Develop, initiate, and maintain effective programs for talent development, retention, promotion, and succession planning.
- Leadership Development: Develop, implement, and maintain customised leadership offerings.
- Culture Transformation: Drive culture transformation interventions and practices.
- Retention Strategies: Lead the development of retention strategies for scarce skills.
- Employer Branding: Develop a clear company-employer brand and ensure implementation in all HR processes.
- Performance Measurement:
- Act as a Change Ambassador: driving the business-specific change management, processes and interventions.
Requirements:
- Education: Honours Degree in Human Resource Management, OD, Industrial Organisation Psychology.
- Certification: Certificate in Project Management.
- Experience: Min. 8 to 10 years experience in a similar role, within a manufacturing environment.
- Registration: Registered with HPCSA, SIOPSA or SABPP an added advantage, as is a Certification on Psychometric Assessments.
What We Offer:
- Collaborative Team: Highly collaborative and approachable team member with strong soft skill and ability to lead a team.
- Professional Development: High level of organisation, attention to detail, professionalism, and reliability.
- Work-Life Balance: Ability to prioritise and manage work in a fast-paced environment across multiple projects and work streams with competing time/resource demands.
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