Head: Learning And Od Wealth Management at Nedbank

Job Purpose

To advise on and integrate learning and organisational development best practices into business strategy and the HR value chain, in line with the business needs at a strategic and tactical level.

Job Responsibilities

• Act as a custodian of the Nedbank culture through living and encouraging the team to live the Nedbank values. Encourage staff participation in culture surveys and ensure action plans are designed addressing identified gaps in line with Nedbank culture and values. Ensure transformational target are met. Contribute to Nedbank's vision of transforming the nation.
• Ensure continues performance improvement through reviewing of work processes and practices and addressing any identified gaps. Manage team capacity by creating a multi-skilled team and by ensuring that service levels are maintained.
• Act as a strategic partner to line management. Build trust, credibility and obtain buy-in from stakeholder. Ensure appropriate vendor selection. Foster healthy trusting relationships. Ensure vendors understand Nedbank business strategy and enable appropriate service delivery. Deliver business solutions that are relevant and current. Assist in the provision of a holistic People Management service to the business. Meet business needs and partner with relevant stakeholders.
• Deliver on agreed Strategic and Operational L and OD project and manage their implementation. Coach and mentor relevant stakeholders and co-create a positive work environment aligned to Nedbank's vision and values. Ensure service delivery to the business by tracking and monitoring progress of the team. Build credibility of the team by addressing escalated matters without disempowering the team. Empower team to deliver on assigned tasks and assist in overcoming work obstacles. Devise solutions and manage risks.
• Ensure regulatory tracking, executive decision making and progress against plan and budget tracking. Ensure direct reports understand and support Nedbank's vision, values and strategy. Enable correct people-related decisions by ensuring that relevant HR communication is filtered through to stakeholders. 
• Design and drive delivery of the Strategic Workforce Plan for the Cluster. Assess own performance and behaviour. Achieve personal and professional growth and execute own planned development. Build depth of skills and knowledge in the team.
• Ensure that the divisions keep within allocated budget and assist management in tracking expenditure against the budget by providing budget guidelines to line managers. Prevent mismanagement of funds. Minimise service provider costs and meet financial objectives. Meet business requirements and monitor implementation of L and OD interventions.
• Drive and deliver as per the requirements of the culture initiative for the Cluster. Determine the intervention ROI by measuring the impact of L and OD interventions and by assessing participants' reaction to the intervention, knowledge gained, behavioural change, and results. Track the effectiveness of vendors, and ensure continuous improvement of services provided, avoid potential losses, get value for money and eliminate vendors who do not meet business needs and standards.
• Take the lead on the enablement and implementation of Leadership Development.

People Specification

Essential Qualifications - NQF Level

• Professional Qualifications/Honour’s Degree

Preferred Qualification

• Post Graduate in Industrial Psychology, Leadership or Change Management

Essential Certifications

• Preferred Certifications
• Minimum Experience Level
• 8 years working experience in at least of two of the following disciplines: Organisational Development, Change Management and Learning of which 5 years financial services experience in a senior role.

Technical / Professional Knowledge

• Alternative learning strategies
• Budgeting
• Business administration and management
• Business principles
• Business terms and definitions
• Capacity planning
• Change management
• Client service management
• Communication Strategies
• Diversity management
• Employee training/development
• Financial Accounting Principles
• Governance, Risk and Controls
• Group instruction and facilitation methods
• Leadership development
• Methods for measuring training effectiveness
• Organisational behaviour theory
• Principles of project management
• Relevant regulatory knowledge
• Stakeholder management
• Strategic planning
• Talent management
• Training design
• Training effectiveness principles
• Business writing skills
• Management information and reporting principles, tools and mechanisms
• understanding the HR value cahin and how things fit together
• internal Marketing principles and methodologies

Behavioural Competencies

• Building Partnerships
• Continuous Learning
• Customer Focus
• Decision Making
• Building talent
• Facilitating Change