Culture Manager at DVT

ROLE OVERVIEW

The employed individual will be responsible to partner with line managers in identifying, implementing and managing consistent cultural initiatives that will contribute to the development, growth and retention of our people. The individual will be required to work closely with the senior leadership team to determine the relevant talent development needs, aligned to the departmental and overall organisational strategy.

KNOWLEDGE AND SKILLS

• Coaching and mentoring
• The ability to navigate relationships within the business
• Fostering teamwork
• Ability to multitask/ work under pressure
• Good communications skills
• Conflict resolution
• General knowledge of various employment laws and practices
• Strong EQ skills
• Solution-focused and results-driven

ATTITUDES

• Passion for people
• Enthusiastic and committed
• Passionate about working with and developing People
• Highly motivated to meet and exceed required results
• Take initiative
• Proactivity

ROLE OVERVIEW

• Onboarding
  • Ensure that all new employees are onboarded according to good practices (both at DVT and the Client Site)
  • Employee Induction: Participate and present on people and culture management initiatives at the induction
  • Ensure every new employee is assigned to a mentor
  • Coordinate Expectations and PDP sessions between employees and their line managers
  • Conduct 30 and 90 days in-office interviews and use the information to determine potential gaps
  • Report on onboarding gaps and follow up to ensure every individual’s concerns are addressed
• Talent Development Initiatives
  • Work closely with the Leadership Teams and Mentors to identify initiatives required to develop and grow individuals
  • Coordinate skills mapping sessions with the Leadership team
  • Collate and analyse data from PDP’s to determine training, process and systems requirements
  • Use information/data to determine skills gaps/development needs
  • Work with line management to ensure individual development/succession plans are put in place where relevant
  • Coordinate internal and external training as determined by line managers
  • Coordinate quarterly performance review sessions for line managers
  • Submit skills inventory reports to HR quarterly
  • Assist with compiling the WSP and ATR reports for submitting to the SETA
  • Monitor and evaluate progress against plans put in place
  • Conduct Surveys to help evaluate the effectiveness of training and make relevant changes
• Employee Engagement and Retention
  • Assist in the implementation of best practice retention related strategies to ensure that DVT has high performing talent necessary to achieve its objectives
  • Collaborating with line managers in executing talent retention strategies in line with our BEE strategy
  • Identify people challenges in the organisation and reporting these to HR and Line management
  • Conducting Employee Engagement surveys and use data to determine areas of development/potential gaps and initiatives to bridge these gaps
  • Utilise PDPs, 30 and 90 days check-ins and Exit Interview feedback to identify ways to enhance efficiency and retention within the organisation
  • Constantly checking in with our employees to ensure no one feels isolated
• Culture Management Initiatives
  • Co-ordinate culture management project plans and timelines for all new initiatives
  • Co-ordinate initiatives that address the gaps identified through leadership and mentorship engagements, PDP’s, Employee Surveys and Exit Interview feedback
  • Determine key outcomes/objectives for each initiative
  • Obtain sign-off from Leadership team for each initiative
  • Communicate progress and challenges to all stakeholders
  • Other Initiatives – Internal and external competency events, internal social events, gifts (welcome gifts, staff award vouchers, birthday vouchers, childbirth gifts, marriages, get well soon, sympathies, etc.)
  • Provide regular reports on the status of the various initiatives
  • Ensure that initiatives are aligned across the board
• Evaluate Impact
  • Review success of each initiative against objectives set
  • Compile reports that indicate the business and people impact
  • Events Management
  • Communicate an annual events calendar to HR and Line Management
  • Identify and coordinate internal and external events for the Division
  • Co-ordinate and Market internal events including encouraging staff to participate in internal DVT events
  • Internal communication to staff with regards to events and Corporate Social Responsibility Initiatives
• Coaching and Mentoring
  • Coordinate coaching/mentoring sessions for the Division (Graduates and Professionals)
  • Conduct coaching surveys to determine business and personal impact

MINIMUM REQUIREMENTS

• A Relevant Qualification
• 3 - 5 years experience in a People-Centric role and an aptitude for talent development

TO BE SUCCESSFUL IN THIS ROLE, YOU WILL NEED TO:

• Work under limited supervision and self-prioritises work
• Collaborate with other Culture Managers to ensure consistent employee experience across the company