HEAD: ORGANISATIONAL EFFECTIVENESS
Based in Midrand
Banking Industry
R91 000 – R139 000 per month (R1 092million - R1. 668 million pa ctc)

Formulation of organisation-wide strategies relating to Learning & Development, Talent Management, Organisational
Development, Psychometric Assessments and Performance Management.
Strategic partnership with business unit leaders to drive talent management and leadership development strategies, tools and
processes in the disciplines of performance management, succession planning, talent assessment, coaching, development
planning, and competency identification to develop leaders to meet the current and future business needs of Banks.
This position is also responsible for organization design and development activities that enhance the organization's
effectiveness.
Minimum Education
• Master Degree in Industrial/Organizational psychology OR Master Degree in Psychology with a proven track record in
• Industrial/Organisational work OR Advanced Degree in Human Resources with a speciality in Talent Management and/or Learning & Development
Minimum Experience
• A minimum of 10 years of progressive experience in HR and a minimum of 5 years in a talent development/ Learning &
• Development leadership role
Critical Competencies
• Budget Management and Control
• Business Acumen
• Knowledge of policies and procedures
• MS Office
• Problem solving
• Project Management skills
• Reporting skills
• Research Skills
• Strategy formulation and execution skills
• Writing skills
Fundamental Competencies
• Adaptability to change
• Adhering to principles and values
• Analytical thinking
• Communication Skills
• Customer orientated
• Decision Making
• Influential
• Initiating Action
• Integrity
• Interpersonal skills
• Leadership skills
• Persuasive skills
• Planning & organisational skills
• Presentation skills
Key Result Areas
Leadership Development
• Design & execute organisational strategy to establish awareness, build commitment to personal development across the management and executive population
• Lead the ongoing provision of high quality and inspirational management and
• leadership development initiatives, including coaching and mentoring, that will enhance
• current and potential capability throughout the group.
• Develop measures, benchmarks, or scorecards to monitor the effectiveness of leadership development efforts; apply these measures to drive progress in talent management and retention
• Ensure an ongoing process exists which continuously enhances the knowledge and capability of key talent in order to enable these managers to effectively lead the organization toward achievement of strategic initiatives.
• Ensure individual leadership, career and talent assessments as appropriate using a variety of tools.
• Provide coaching and support to key leaders in the creation of robust development plans that meet succession and development needs.
• Establish the company's management & leadership development philosophy and strategies.
• Oversee the team that leads all leadership development programs and ensure smooth delivery, continuous improvements of each program, while maintaining consistency of key learnings
• Consult with HR Business Partners, senior business leaders & other key stakeholders to perform periodic needs analyses
• Work closely with senior management team across the organisation to identify and
• anticipate learning needs of the front-line and senior level leaders.
• Research latest development in management, leadership and organization development areas and keep abreast to serve as a subject matter expert and consult to organization regarding critical people issues.
Succession Management
• Formulate and implement Organisational Succession Management Strategy
• Develop and administer a process which focuses on building bench strength to meet current and future business needs.
• Lead, design and implement leader rotational programs for continuous growth and succession planning
• Serve as a resource to recruiting and business partners in the identification of candidates for critical roles.
• Manage the Succession Plan for the Organisation
Performance Management
• Develop and Implement the Bank performance management policy and process
• Define and monitor metrics to increase employee performance through consistent
• utilization of the performance management process.
• Oversee the implementation of the performance management process as per the timelines.
• Research best in class solutions and coordinate partnerships with external suppliers and vendors to support a planned automation of performance management and talent management tools and administrative processes.
• Expert advice to the HR process owners on system capabilities and functionalities.
• Develops and ensures roll-out of performance management training organisation-wide.
• Coach and support managers on performance management processes.
• Responsible for KRA analysis and interpretations as part of the Bank overall performance. (Moderation and Ranking)
Learning and Development
• Develop the Learning and Development strategy in consultation with the various stakeholders
• Cascade the Learning and Development strategy to the Learning and Development team to translate the strategic learning and development objectives into action plans
• Develop a Learning and Development policy for the Group
• Provide support to Business and Trainers in completing a training needs analysis, training prioritisation process in alignment with budget and agreed business unit specific training plans
• Conduct Organisation-wide skills audits
• Recommending and implementing programs to support key skill areas post Needs Analysis & skills audits
• Analyse post training assessment results and provide feedback to business quarterly
• Develop and manage the Learning and Development budget
• Manage the Skills Levy rebate
• Identify, source and strategically manage training solutions to business for the implementation of new products, major system and process changes and legislative compliance
• Ensure that registered Skills Development Facilitator for the Bank represents Banks as the registered Skills Development Facilitator with Bankseta by
• a. Submitting a Workplace Skills Plan,
• b. Providing progress reports on training,
• c. Managing of Learnerships and ABET learners and provide progress reports
• Provide management reports on training progress monthly to Business Unit heads
• Provide skills development information to Head of Industrial Relations (EE Committee)
• Approval of service providers
• Ensure that the training packages are designed, developed and packaged according to the Bank model/process
• Consistently assess and measure training and development programs to ensure they are relevant to the needs of the changing business
• Identify or develop company-wide or individual learning initiatives that cost effectively focus employee development toward achievement of both business and personal career goals.
• Support the training needs of divisions and departments.
• Conceptualise, congregate, chair and manage a learning and development collaborative forum (Learning Forum) with Learning & Development stakeholders across the business and Business Partners in order to execute learning and development strategies seamlessly and propels the organisation towards a learning organisation
• Conduct external research and benchmarking to ensure strategy, content and delivery model are positioned to deliver best-in-class results
Organizational Development and Design
• Develop, communicate and implement an OD strategy and associated plans that support the organisation strategies and values enabling Banks vision of being a growing and developing business, improving prospects and opportunities for people.
• Enable change management efforts and organizational planning at the company level to position the company's sustainable future growth.
• Guide and support managers in the planning and implementation of change and organisational development initiatives liaising closely with the HR Business Partners as appropriate to achieve a successful shared outcome that has a positive and measurable impact on the business.
• Develop and implement multi-level employee engagement strategies to strengthen the Bank stance and progression as a high performing culture.
• Develop Organisational and Business Unit specific action plans to address the people engagement challenges
• Oversee and monitor the implementation of action plans
• Design, implement, evaluate and maintain leadership and technical competency models that facilitate the assessment of employees against these competencies
• 8. Provide for development plans to close the competency gaps.
• Liaising with Communications Dept colleagues on the production on staff engagement-related communication
Talent Management
• Lead the design and implementation of an integrated talent management strategy, succession plan, and career development programmes providing expertise and advice to
• the executive team.
• Lead the organisation wide talent review and performance goal setting processes to continue movement toward a high performance culture
• Oversee and manage the talent review forums in individual business units
• Create, implement and support robust talent review forums to build cross-functional
• organisational leadership capabilities and bench strength.
• Develop, implement and Advise leadership team on development strategy for high-potential employees.
• Coach the business on how to develop, grow and retain current and future leaders.
• Align leadership development to the end-to-end talent management process and establish a leadership talent pipeline by designing and implementing leadership acceleration pools and programmes to increase the number and quality of internal
• candidates for succession plans
• Partner with Human Resources Business Partners (HRBP’s) to define and communicate career paths for employees at both the corporate and line of business level.
• Collaboratively work with multiple stakeholders to design workforce retention strategies, plans, and initiatives that address risk and align to the organization current and future talent needs.
• Manage the talent database organisation-wide.
Psychometric Assessments
• Develop and implement organisation-wide psychometric assessment and feedback strategy
• Sets-up and oversee psychometric assessment centres (venue) organisational wide
• Sets-up, manage and audit the psychometric assessment practices organisationally
• Writes and updates the organisation psychometric policy
• Sources, selects and rolls-out appropriate psychometric tools in line with the changing needs of the business
• Thorough analysis of assessment results and compiling professional reports, which integrate results of a variety of tests and relate back to requirements of Executive and Senior Management roles, and feedback to the relevant stakeholders
• Measure the impact and effectiveness of assessments
Financial Management
• Provide input for compilation of budget for the department
• Control day to day usage of functional budgets
• Manage, monitor and ensure performance to budget.
People Management
• Manage and develop subordinates
• Performance management in terms of contracting and reviews, poor performers
• Training and development
• Employee relations
• Proactively manage poor performance, grievance and disciplinary issues in a sensitive and professional manner and in accordance with appropriate policies and frameworks.
• Provide effective coaching and mentoring
• Manage people efficiencies through leave management, headcount budget, fixed term contracts, staff movements, staff utilization and recruitment
• Take responsibility for the general management of the department, by setting related strategy, policy guidelines and objectives and implement agreed strategy
• Promote Equality, Diversity and Inclusion in employment practices and leadership relationships.
Service Provider
• Oversees (sometimes does) the sourcing, selection, building and maintaining relationships with service providers for the department in line with the organisation procurement policy
Reporting
• Runs value added HR reports relating to the department deliverables, i.e. EXCO reports, Sustainability Reports, REMCO Reports, JSE Reports, and Black Skills Priority Plans.
• Identifies measures for people strategic initiatives and recommends the measurement methodology, which is consistent and comparable with the existing measurement available on the market, in line with the Organisation strategic directive, relating to:
• a. Internal advancement
• b. Talent Retention
• c. Leadership Bench strength
• d. Development Plans Implementation
• e. Talent mapping
• Designs the early warning system through relevant data analysis on a monthly basis to catch up unhealthy trends in the organisation, and report those accordingly.
• Participates in various organisational projects and provides the source data for the analysis in the project team
Cooperates with specialists from other business units as department data are connected with data from the rest of the organisation.