Chief People Officer, Umhlanga

My client is searching for an innovative and pragmatic chief human resources officer to lead their HR team. The Chief People Officer (CHRO) will lead the overall human resources function across the business and is responsible for the development and implementation of the people (HR) strategy as aligned to the organisation vision and its current and long-term business objectives. This position acts as the top people strategist within the organisation and will be expected to provide creative and insightful solutions to critical HR issues and advise other members of the executive team accordingly.

**This position is responsible for**:

- People strategy:

- Lead the group human resources (HR) function, provide HR management advice and expertise in order to maximize the effectiveness and efficiency of HR in achieving business success
- Collaborate with executives across the organisation to develop and ensure the implementation of a HR strategy aligned to business drivers
Leads long-range strategic planning in order to anticipate the innovation of change initiatives that promote people productivity, organisational efficiency, and cost effectiveness
- Set the strategic direction for the HR strategy in the organisation
- Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organisational and management issues
- In collaboration with fellow executives, better to understands, analyses, and supports the needs for the business, leading to the subsequent establishment of suitable strategies
- Formulate organisational HR policies and procedures related to the strategy and employee lifecycle
- Maintain an effective level of business literacy including company goals, mission, financial position, strategy, competition, technology and culture
- Maintain current knowledge of industry trends and employment legislation to ensure regulatory compliance and identify trends that could impact the organisation objectives
- HR operations, programmes and performance:

- Partner with senior management to ensure day-to-day HR operational issues such as employee relations, talent management, talent acquisition, compensation reviews, escalated benefits issues, performance management and training are effective and impactful to the business
- Ensure that all HR activities and programs are implemented in accordance with the organisation’s HR strategy
- Implement and manage compliance efforts with all the employment laws and regulations that govern the organisation relating to all aspects of the employee life cycle
- Ensure the implementation of the Total Reward processes
- Ensure talent pipeline management and accurate people forecasting and resourcing is aligned with the strategic workforce planning model and processes
- Responsible for leadership selection, development and succession planning
- Responsible for early leadership and graduate programmes
- Accountable for enabling the HR analytics reporting and insights necessary in support of talent transformation
- Responsible for designing the employee experience, organisational culture, and values that create a distinctive and attractive employer brand
- Accountable for the organisation’s sustainability strategy and corporate social responsibility implementation
- Stakeholder engagement and management:

- Play a role in the strategic deliberations of the executive team
- Provide insightful crisis management advice when required
- Drive organisation culture by sharing best practices, developing and sustaining cross functional relationships
- Active member of the executive team and a key executive partner and coach who is tasked with facilitating strategic planning and initiatives, change management, and organisational design
- Financial Management:

- Develop and manage a HR budget that will ensure the implementation of programmes that will contribute to business success
- People management and leadership:

- Leading the HR function in creating an inviting and cohesive employee experience
- Lead, direct, evaluate, and develop a team of HR senior leaders to ensure efficient and consistent implementation of the corporate people and culture strategy, according to established guidelines and budgets
- Create and drive a positive culture in the organisation
- Knowledge, Skills and attributes:

- In-depth knowledge about local and international human resource processes, employment legislation, and legal regulations
- Excellent knowledge of all aspects of HR management
- Effective listener with the ability to problem solve people issues, thereby gaining credibility throughout the organisation with management and employees
- Strong understanding of business talent requirements and solid talent planning knowledge
- Demonstrate business acumen, HR expertise and strategic planning skills
- Visionary leader who demonstrates the ability to interface and maintain effective working relationships with all departments
- Mainta