Head: People Support

**HEAD: PEOPLE SUPPORT **VACANCY**

We are looking for a non-traditional business minded Head of People Support professional who is passionate about designing and delivering sophisticated and creative people solutions that will empower our talent to connect, grow and thrive. Working closely with the Chief People Officer, you will assist with executing People Support strategies, provide guidance on a range of People Support [HR] issues and influence new ways of doing things to improve business culture and operational performance. You must be energetic, ambitious and be able to communicate with ease to employees and managers, mobilise and inspire teams and positively effect and facilitate change.

**Reporting Structure**:
This role will be responsible for leading the Learning & Development, Facilities, Payroll and People Support teams within Tenacity.

The overall key performance areas are listed below.

**1. People Support Strategy**
- Develops and ensures the effective implementation of the People Support strategies to support the business strategic outcomes
- Provides support to the business by giving input on the HR implications of strategic and operational decisions and plans
- Designs and maintains a sustainable People Support Services Delivery model to ensure high impact services are delivered and supported across all functional areas
- Develops and presents management information to measure the impact of People Support initiatives in the business and people management metrics by providing key insights and recommendations into improving retention and people decisions
- Develops resourcing strategies, effective talent acquisition processes and evaluates recruiting efforts at management level, to continuously improve the process and quality of talent appointed into the business
- Develops and drives the implementation of the Leadership Development Framework; key learning and development activities to support the business talent strategy
- Facilitates and ensures legal compliance as it relates to People Support practices across all functional areas by maintaining current knowledge and understanding of regulations, industry local and global trends, current practices, new developments and applicable labour laws. (e.g. Employment Equity Plan; Employment Equity Reports)

**2. **Organisational Development**
- Support company-wide initiatives (i.e. culture and values) with the aim of creating a great place to work through organisation development, continuous improvement, employee engagement and culture initiatives
- Supports and drives organisational development and design processes within the business
- Oversees the design, communication and implementation of the employee performance review management process in the business
- Develops and facilitates effective Change Management interventions and monitor the impact of change
- Manages and maintains appropriate People Support structures, systems and tools to support the People Support strategy and service delivery in the business
- Ensures that an effective internal communications framework / strategy is developed to drive key messaging content aligned to the company’s strategy, values and culture
- Develops and refines the Employer Brand strategy and the components of Tenacity’s Employee Value Proposition

**3. **Learning & Development**
- Provides guidance and leadership for the development and implementation of the Individual Development plans, Annual Training Plans and performance management processes, ensuring that all activities across the functional areas are organised and delivered in a coordinated manner
- Conceptualises, develops and maintains the Leadership and Management Development Framework, ensures the implementation of learning and development solutions to support reflective leadership and management practices, objective setting and personal development planning
- Implements and drives a culture of continuous learning and development aligned with the requirements of the company’s strategic plan and functional operational plans
- Ensures that research, benchmarking and stakeholder feedback is gathered to inform the future development of the L&D offer by developing an understanding of the current and future needs of the customer and the business.
- Oversees the delivery of high quality and timely management information on all aspects of learning and development activities across the organisation and information to report progress against agreed performance measures in the L&D plan. This information must inform the allocation of learning and development funding.

**4. Employee Engagement and Retention**
- Develops unique reward and recognition strategies aimed at promoting employee engagement and retention in the business by ensuring that reward programmes are appropriately designed to fit the company and talent needs
- Ensures that the recognition and reward programmes in Support and the Contact Centre are effectively managed and driven to e