Chief People Officer at National Treasury

Qualification/s Requirements

• A Grade 12 certificate, A Bachelor’s degree (minimum of NQF level 7) in Management, Economics, Industrial Psychology, Human Resource Management or equivalent related qualification, A relevant qualification at NQF Level 8, An added advantage will be a qualification at NQF level 9.
• A minimum of 5 years’ experience obtained at a senior managerial level, In-depth knowledge and experience in public administration.
• Knowledge of the public service employment laws and frameworks.
• Successful completion of the Nyukela Public Service Senior Management Leadership Programme by the National School of Government available as an online course on https://www.thensg.gov.za/training-course/sms-pre-entry-programme/ , prior to finalisation of an appointment.

Key Performance Areas

People Strategy and talent acquisition and management:

• Develop and align NT’s People Strategy with National Treasury and Corporate Service strategic objectives;Provide guidance on the implementation of the People Strategy.
• Review and align the People Strategy as required by departmental, DPSA and best practice developments;
• Guide on the development of the Talent Acquisition and Management Programme;
• Guide on the implementation of the Talent Acquisition and Management Programme and alignment with best practice; and
• Align the programmes with best practices on talent acquisition and management and integrate developments.

Performance Management:

• Develop, review and implement an improved performance management system in the National Treasury that supports a high-performance culture aligned to business objectives;
• Develop, review and implement a job evaluation system and process that supports talent retention in line with the objectives of the National Treasury and National Government;
• Ensure technical and other support for the job evaluation panel to effectively dealt with JE matters; and
• Align the job evaluation with other related areas such as organisational development and design, career management and talent acquisition and management.

Employee engagement and wellness, and change management:

• Facilitate the creation of a workplace environment that is conducive through a pro-active approach to employee engagement and wellness;
• Ensure the effective functioning of the Departmental Bargaining Chamber (DBC) and cordial relations with Organised Labour.
• Provide appropriate labour relations advice and support to management and staff.
• Facilitate the development and implementation of organisational development interventions which support a high-performance culture;
• Develop and review the enhancement of the Change Management Framework pertaining to implementation;
• Implement a strategic exit interview framework which feeds into mechanisms and processes to improve talent retention; and
• Develop and review the enhancement and implementation of an approved Wellness Strategy for the National Treasury, Initiate awareness on wellness programmes which support the creation of a safe and enabling working environment.

Organisational design (OD) and development:

• Facilitate the development and implementation of organisational development interventions which support a high-performance culture.
• Develop an approved and implement a people development infrastructure for National Treasury.
• Initiate awareness sessions on OD in the National Treasury.Implement organisational design and development principles in support of the technical and behavioural competency framework of the National Treasury; and
• Respond to the organisational design needs of the department including management and leadership development, implementation of a dual career model and graduate development.

People Management and Development:

• Ensure that the service delivery directorate is adequately resourced and capacitated to deliver on its mandate;
• Ensure that all employees have and implement development plans in line with their developmental areas and career paths;
• Create a high-performance culture which recognises and rewards excellent performance.
• Develop and apply an employee centric service delivery culture within the National Treasury. and
• Monitor and address areas of under-performance, incapacity and ill-discipline within the National Treasury.