The Role
Works closely with the Executive Head in partnership with leadership to closely manage and grow the business by providing strategic and hands-on HR support delivery. This includes driving the delivery of the transformational people agenda and bringing to life the People Strategy. In addition, also responsible for creating an enabling environment to drive performance and employee engagement across the business areas....

Other
Cultural Change: Act as a catalyst for change by helping by the organization as they transform. Seen as a trusted and respected change agent who can influence, persuade support the business. Challenge improve people policies/processes/practices to ensure alignment with the People company's plan new ways of working. Challenge support leaders in business areas to align behaviors/attitude to new culture framework. People Planning: Input to functional people plan that is fully aligned to the business' strategy operating model. Drive delivery of functional initiatives/projects to support strategy. Talent Management and Reward: Continuously drive performance dialogue awareness in partnership with business. Work in partnership with senior leaders on future fit resourcing plan. Support senior leaders on the Talent Management scope: Talent Acquisition Talent Development Talent Retention and Engagement Execute on the organization’s Reward framework and principals. Organizational Capability: Input in company's functional and leadership development framework. Work with senior leaders to build critical functional leadership capabilities to enable the business areas to deliver against their plans. Ensure development of future capabilities for PAN African capabilities Manage LD budget. Employee Engagement Experience: Partner with leadership to ensure teams have a clear understanding of the relationship between their business function, team and individual goals and their role in contributing towards delivery of the overall strategy. Focus the business areas on continuously improving employee engagement by facilitating the development of People Survey action plan etc. Promote and initiate initiatives to drive shape the business. Identify and address issues and propose solutions related to employee engagement. Continuously shape the employee experience journey for key employee touch points across the business. Relationship Management Partnering: Build a high ‘support challenge’ relationship with the senior leadership teams. Implement all ‘Performance Driven Reward’ plans in business areas and ensure recognition of staff. Deliver a pipeline of diverse future leaders and accelerate high potential development in functional business areas. Identify and deliver leadership team effectiveness solutions. Competencies: Problem solving and decision making. Analytical thinking. HR reporting. Interpersonal skills and negotiating skills. Business Acumen. Knowledge of labour legislation. Deep experience and knowledge of HR policies and procedures. Partnering/Consultation skills. Planning and Organizing. Change Lead. ...

Profile
Key accountabilities and decision ownership: HR Strategic Partnering Responsible for executing on the people strategy. Together with Executive develop key portfolio strategies and frameworks (LD etc.) Work closely with senior leaders to drive and deliver their people plan that supports the business growth. Partner with business to ensure the optimum org design is in place to deliver a fit for future business. Drive performance through the development, reporting use of weekly and monthly metrics. Organization Effectiveness Change: Support and deliver functional change programmes and OE activity in business areas. Interface with key stakeholders to ensure alignment with cross-functional change activity and manage the change process. Deliver against FTE, contractor employment Opex targets in business areas and support business in managing the payroll budget and headcount. Act as tactical sparring partner, engaging on the effectiveness of processes, systems, data and people. Drive the company's People plan within each BU, ensuring that all people managers are equipped and able to deliver against agreed plans. Propose, develop and deliver key functional change programmes. Must have technical / professional qualifications: Matric / Grade 12 essential. 3year degree/diploma (e.g. Human Resources, Personnel Management, Industrial Psychology, Business Management, etc.) - essential. A post-graduate qualification will be advantageous. 5-8 + years' applicable experience as a Human Resources generalist across all areas of the HR spectrum, as well as proven experience in the management of a Human Resources section/division – essential. 3 years’ experience as an HR professional interfacing with senior leadership in a corporate environment. Start-up experience will be an added advantage. Knowledge and related experience in change management, transformation people organization plans is an added advantage.