Diversity and Inclusion Manager at Telesure Investment Holdings (TIH)

Purpose

• Responsible for recognising, creating and implementing plans to promote Diversity and Inclusion within the organisation. Monitor and partner with business to identify skills development gaps in line with the organisational strategy and partner with the Learning and Development team to address these skills and develop plans to address the identified gaps. Work with business to implement the diversity and inclusion plan, mitigate risks to the implementation of the strategy and drive the EE strategy across all brands of the business.

Specification
Responsibilities
Functional Strategy Formation

• Lead the development and implementation of D&I and Skills Development strategy for TIH, anticipating complex issues, challenges, and opportunities, and ensuring integration with wider group strategy.

Policy Development & Implementation

• Prepare and implement an employment equity and skills development plan to achieve reasonable progress towards employment equity and skills development.
• Monitor, evaluate and advise on the application of the policy and the implementation of the plans and whether reasonable progress is being made towards achieving the strategic objectives.

Transformational Change Management

• Build a One-TIH rhythm and program for implementing Diversity and Inclusion and Skills Development.
• This will ensure that Diversity and Inclusion is not viewed as a once-off event but is embedded in the culture and DNA of how TIH operates.
• Drive on-going activations and story-telling across the Group.
• Ensure that the Diversity and Inclusion Committee is formed and functions optimally.

Stakeholder Engagement

• Collaborate with and co-ordinate the activities of all relevant stakeholders, including senior managers.
• Drive internal and external stakeholder relationships in support of our overall

Diversity and Inclusion strategic objectives.

• Engage with key stakeholders to identify high priority learning objectives in each of the BU’s.
• In conjunction with the Procurement ensure the utilisation of accredited training providers.
• Facilitate joint action planning with learning manager to address skills development needs, programme success criteria and trends.

Employee Relations Management

• Address internal grievances concerning the non-compliance by the employer with the provisions of the Acts/Legislation, the employment equity plan and WSP.

Data Analytics and Insights

• Utilise statistical information necessary to proactively assess employment trends and to evaluate progress of designated employees within occupational levels.
• Compile Annual report which must be submitted to the Depart of Labour and
• Department of Higher Education (relevant SETA's) containing the prescribed information to retain funding, compliance and achieving transformation objectives.
• Measure and analyze the delivery of the skills development plan, including the administration of the Bursary and Loans process with the aim of achieving return on investment.
• In accordance with the above mentioned objectives, ensure accurate and relevant reporting on a monthly / quarterly and annual basis.

Organizational Capability Building

• Use the organization's formal development framework to identify the team's individual development needs. Plan and implement actions, including continuing professional development specified by professional or regulatory institutions, to build their professional capabilities.
• Provide informal training or coaching to others throughout the organization in own area of expertise to enable others to improve performance and fulfill personal potential.

Leadership and Direction

• Communicate the actions needed to implement the function's strategy and business plan within the team; explain the relationship to the broader organization's mission, vision and values; motivate people to commit to these and to doing extraordinary things to achieve local business goals.

Performance Management

• Develop and propose own performance objectives; take appropriate actions to ensure achievement of agreed objectives, using the organization's performance management systems to improve personal performance.
• Manage and report on team performance; set appropriate performance objectives for direct reports or project / account team members and hold them accountable for achieving these, taking appropriate corrective action where necessary to ensure the achievement of team / personal objectives.

Project, Program and Portfolio Management

• Ensure robust programs are developed and rolled-out across all business units within the Group.

Learning Needs Analysis

• Engage with department line management to clarify short- and medium-term organizational requirements, to set priorities for Learning and Development interventions, and to define required learning outcomes; specify and manage the collection and analysis of data to inform learning needs analysis.
• Understand and incorporate the explicit links between TIH’s overall objectives and the learning required to achieve the strategy and people development requirements.
• In conjunction with all relevant internal stakeholders consult and drive the completion of a skills matrix and a gap analysis in order to provide training recommendations that cater for business’ needs.

Budgeting & Costing

• Develop and/or deliver budget plans with guidance from senior colleagues.
• Create, monitor and measure the financial impact of learning, relating to, but not limited, the budget, spend, savings and impact of training spend.

Compliance

• Highlight shortcomings in compliance processes, systems and procedures and suggest appropriate improvements. Work is focused on an assigned unit of discipline.
• On an on-going basis stay abreast of current and evolving legislative changes that could impact on BBBEE, WSP, Educational Bodies, National Credit Regulator etc.
• On-going liaising with INSETA to ensure compliance with industry norms and requirements.

Requirements
General Education

• BCom or Social Science degree in Human Resources, Industrial Psychology or relevant field (Essential)

General Experience

• 6 or more years experience in Diversion and Inclusion (Essential);
• Experience in the Learning and Development industry (Advantageous);
• Experience in the Insurance industry (Advantageous)

Managerial Experience

• Minimum 3 years experience managing projects in diversity and inclusion (Essential)