Group Head: Talent Management (Durban North) at Aspen Pharma Group

Description

• The Group Head: Talent Management will assume overall strategic responsibility for all Talent Management related aspects across the Group, with a strong focus on developing and retaining top talent within the organisation and developing and facilitating the upskilling of current and future leaders through strategic initiatives. In addition, the Group Head: Talent Management will act as a Strategic Business Partner to the Group Commercial business segment, remaining available as a conduit from and into Group Human Capital, & to execute relevant strategic special projects. The key areas of responsibility are learning & development, succession planning, retention and Recognition Programmes.

KEY PERFORMACE AREAS

Learning & Development

• Training Programs: Develop and deliver training programs aligned with business needs.
• Career Development: Provide resources and opportunities for career advancement.
• Leadership Development: Identify and nurture potential leaders through targeted programs.
• E-Learning Platforms: Utilise online learning systems for continuous skill development.
• L&D Alignment with Equity and Skills Goals: Align Learning & Development with Employment Equity and Workplace Skills Plan goals and targets.

Succession Planning

• Talent Identification:Identify high-potential employees for key roles.
• Development Plans:Create personalised development plans for succession candidates.
• Mentorship Programs: Establish mentorship and coaching initiatives.
• Leadership Pipeline: Maintain a robust pipeline of future leaders 

Employee Engagement & Retention

• Engagement Surveys: Conduct regular surveys to gauge employee satisfaction and engagement.
• Work-Life Balance Initiatives: Promote policies that support work-life balance.
• Retention Strategies: Implement strategies to retain top talent and reduce turnover.
• Employee Well-being: Develop programs to support physical and mental well-being.
• Aspen Values and Culture Advocacy: Build a strong employer brand by promoting Aspen’s value proposition by showcasing the company culture, values, and benefits.

Recognition Programmes

• Recognition / Awards: Create and deliver formal recognition programs that recognise and/or reward employees for their contributions and achievements. 

Diversity, Equity and Inclusion

• Employment Equity: Take responsibility for ensuring compliance with the Employment Equity Act and overseeing all related obligations
• BBBEE: Drive and support dynamic BBBEE initiatives, aimed at achieving BBBEE people- related objectives in line with reporting and compliance requirements to enhance skills development in priority groups.
• Global DEI Programmes: Develop and implement transformative global DEI programmes across the Group centred around creating a more inclusive and equitable workplace.
• DEI Framework and related policies: Drive the DEI framework and other related policies across the Group to promote and support DEI at every level of the organisation.
• Monitoring, Reporting and Compliance (Global focused): Track, report, and ensure global compliance with DEI standards and regulations across the Group.

Skills Development

• Skills Development Act: Drive adherence with the Skills Development Act, ensuring organisational compliance within South African companies while fostering targeted workforce growth.
• Global Skills Programme: Promote and support skill advancement through comprehensive global skills development programmes aligned with global L&D objectives.
• L&D Alignment Skills Development Goals: Integrate learning and development initiatives with broader skills development goals to support business objectives, ensuring a forward-looking approach to global talent growth.
• Monitoring, Reporting and Compliance (South Africa focused): Track and ensure full compliance with the Skills Development Act and SETA requirements including WSP, ATR, MG and DG funding, while monitoring progress toward targeted development objectives

Requirements
Formal qualifications

• Bachelor’s degree in Human Capital, relevant Business qualification or equivalent
• Certifications/registrations 
• CIPA or SHRM certified Professional (SHRM-CP) advantageous

Overall experience

• Proven track record of performance and delivery preferably in Human Capital (“HC”) or other business functions, in a large/ global multinational organisation at a management level
• Minimum of 10 years relevant corporate experience with 5 years of leadership experience, preferably in talent management / HC 
• Specific experience, knowledge & exposure
• Understanding of building a culture that attracts and retains engaged, high-performing talent.
• Expert communicator: solid verbal, written and interpersonal skills with the ability to influence stakeholders and drive the adoption of talent management strategies that support the organization’s goals.
• Demonstrated collaborative skills, both internally and externally
• Embraces and demonstrates Aspen’s core values of integrity, innovation, teamwork, commitment and excellence.
• Confident and singularly accountable
• Skilled negotiator
• Preparedness to travel, if required

Skills and attributes

Strategic mind-set:

• Strategic thinking skills and ability to articulate a vision for the Group Talent Management strategy in line with the broader Group HC strategy.

Judgment/Decision Making/critical thinking:

• Identify and solve internal and external challenges.
• Ability to manage complexity.

Interpersonal skills: 

• Ability to form strong relationships with other leaders in the organisation and obtain significant input from the organization so that objectives can be met.
• Active listening skills
• Ability to show empathy and consideration for others in order to engage and motivate.

Analytical skills: 

• Ability to collect and interpret data to streamline strategic Talent Management initiatives.
• Expertise in workforce analytics and the ability to interpret and forecast talent needs.
• Skilled in identifying talent trends and gaps to develop long-term strategies (succession readiness) that align with organisational goals.

Leadership skills: 

• Must manage respective team effectively by aligning the team’s performance with the organization’s HC goals and business requirements.
• Capable of cross-functional collaboration

Communication skills: 

• Need to be an excellent communicator (verbal and written) and maintain a degree of charisma and professionalism when engaging with leaders and stakeholders.
• Empathy
• Excellent cultural sensitivity across global markets excellent influencing skills

Social Perceptiveness:

• Being aware of others' reactions and understanding why they react as they do
• Be highly attuned to the organisation’s culture and talent needs, ensuring alignment with the Group Talent Management strategy.

Commercial Awareness:

• Considerable knowledge of business processes, best practices, general management practices, budgeting and business operations.
• Strategic awareness of market trends in talent development, enabling innovative approaches to retain and develop top talent and high performers.
• Stays abreast of new human capital innovations/ best practices, understands strategic implications of such change, and responds appropriately

Knowledge

• Pharmaceutical industry knowledge advantageous
• Labour Relations Act, Skills Development Act, Employment Equity Act and other labour legislation (local and international) is required