Job Summary
- The Executive: Human Capital (PPB South Africa) is accountable for developing and executing the people and culture strategy for the PPB South Africa Business Line. The role enables business performance, transformation, organisational effectiveness, leadership capability and sustainable growth through the integration of workforce planning, talent management, culture, reward, performance and change initiatives.
- Acts as a trusted advisor to executive leadership, translating business strategy into people outcomes, ensuring the organisation has the leadership capability, workforce readiness and culture required to achieve strategic objectives. The role partners across Human Capital Centres of Expertise (CoEs), business leadership, governance structures and external stakeholders to drive business value, organisational agility and employee experience.
Job Description
Key Focus Areas
- Drive business growth and performance through integrated people and culture strategies.
- Build future-fit leadership capability and sustainable succession pipelines.
- Strengthen organisational effectiveness, agility and execution discipline.
- Lead culture transformation and employee engagement across the Business Line.
- Enable workforce readiness for future business, customer and technology requirements.
- Accelerate digital adoption and modern ways of working.
- Embed risk-aware decision making, governance and compliance practices.
- Deliver an employee experience that supports the attraction, development and retention of critical talent.
Key Accountabilities:
Human Capital Strategy and Business Alignment:
- Develop and execute a Business Line Human Capital strategy aligned to business objectives, growth priorities, transformation goals and enterprise Human Capital frameworks. Translate business strategy into measurable people outcomes and strategic workforce initiatives.
Executive Business Partnership and Advisory:
- Partner with executive leadership to provide strategic advice on workforce, organisational, culture and leadership matters.
- Challenge and influence business decisions through a Human Capital lens.
Workforce Planning and Future Capability:
- Lead workforce planning initiatives to identify critical capabilities, future skills requirements, leadership risks and talent priorities.
- Ensure organisational readiness for future business demands.
Leadership, Talent and Succession:
- Drive leadership effectiveness, succession planning, talent management, mobility and critical skills retention across the Business Line.
- Build robust leadership pipelines for current and future needs.
Culture, Engagement and Employee Experience:
- Lead initiatives that strengthen organisational culture, employee engagement, inclusion and alignment to business values.
- Foster a high-performance environment that supports productivity and employee wellbeing
Organisation Effectiveness and Transformation:
- Lead organisation design, change management and organisational effectiveness initiatives that improve agility, accountability and execution.
- Lead enterprise and business transformation programmes.
Performance, Reward and Recognition:
- Provide executive oversight of performance management, reward and recognition practices to drive performance, accountability and retention of key talent.
Integrated Human Capital Delivery:
- Partner with Human Capital Centers of Expertise, Shared Services and business leaders to ensure seamless delivery of Human Capital solutions and services.
Operational Effectiveness and Service Excellence:
- Translate strategic priorities into operational plans, scorecards and performance measures.
- Drive operational excellence through effective people practices, process optimisation and performance monitoring.
Digital Adoption and Workforce Innovation:
- Champion digital Human Capital solutions, workforce innovation and technology adoption that improve productivity, employee experience and operational efficiency.
Governance, Risk and Compliance:
- Ensure implementation of Human Capital governance frameworks, risk management practices and compliance requirements. Identify and mitigate people-related risks.
Data, Analytics and Workforce Insight:
- Leverage workforce data and analytics to provide actionable insights, improve decision making and measure the effectiveness of Human Capital interventions.
Stakeholder Management and Industry Influence:
- Build and maintain effective relationships with executive stakeholders, regulators, industry bodies and strategic partners. Represent the organisation in relevant forums where required
Qualifications, Skills and Experience:
Qualifications:
- Postgraduate Degree in Human Resources Management, Organisational Psychology, Business, Commerce or related field.
Technical: Skills:
- Human Capital Strategy
- Workforce Planning
- Talent Management
- Succession Planning
- Organisational Development
- Culture Transformation
- Performance Management
- Reward and Recognition
- Employee Experience
- Change Leadership
- Human Capital Analytics
- Governance and Risk Management
- Stakeholder Engagement.
Leadership Skills:
- Strategic Thinking
- Executive Presence
- Commercial Acumen
- Influence
- Decision Making
- Collaboration
- Communication
- Leadership
- Innovation
- Resilience
- Delivering Results.
Experience:
- Significant executive-level Human Capital leadership experience within financial services, a multinational organisation or similarly complex environment.
- Proven experience leading Human Capital strategy, workforce transformation, leadership development, organisational effectiveness, talent management and culture initiatives. Experience partnering executive leadership teams and operating within highly regulated environments.
Competencies:
- Strategic Thinking
- Business Acumen
- Leadership
- Influence
- Communication
- Collaboration
- Delivering Results
- Creativity and Innovation
- Change Leadership
- Decision Making
Education
- Bachelor Honours Degree, Postgraduate Degrees and Professional Qualifications, Postgraduate Diploma
Gmail
Yahoomail