Head: Organisational Effectiveness at Rand Mutual - RMA

Reporting to the Executive: HR, the Head: Organisational Effectiveness will be responsible for providing strategic direction on talent management and acquisition, learning and development, performance management and change management through strong and professional thought leadership across the RMA Group. The incumbent will be responsible for ensuring that the organisation attracts, retains, and develops its talent and provides suitable development opportunities for employees, thereby building the talent and succession pipeline for future roles.

Qualifications and Experience Required:

• NQF Level 8: Honours degree in Industrial Psychology or Human Resources from a recognised Institution
• Master’s degree in Industrial Psychology or Human Resources (with relevant body registration – SABPP or HPCSA) would be preferred
• 10 years Human Resource experience in an Organisational Development / Organizational Effectiveness role working for a reputable organisation (preferably within the financial services sector) with at least 5 years in a Leadership role
• Experience with policy development and implementation
• Experience of OD Management and Strategy Implementation
• Sound Talent Management and Talent Acquisition experience
• Sound experience in Performance management
• Experience designing and implementing change management frameworks and initiatives
• Experience in Organisational Design
• Knowledge of and experience in integrated talent management practices
• Experience in building frameworks
• Experience developing and implementing Competency frameworks
• Global mobility

Key Areas of Responsibility

• Lead the development and implementation of the overall Organizational Effectiveness strategy and plan
• Manage the implementation of the strategy against agreed timeframes, budget and report against performance measures
• Provide strategic direction and leadership on the development of appropriate Organisational Effectiveness Policies
• Develop guidelines, processes and procedures for assigned functional areas (i.e. Talent, L&D, Performance Management and Change Management)
• Lead and oversee the Talent Acquisition (TA) function by:
• Developing and aligning the Talent Acquisition Strategy to the business strategy and implement plans
• Overseeing the development and implementation of professional recruiting capabilities in the businesses to ensure that high-potential employees are attracted and selected
• Collaborating with Divisional Heads to ensure adherence to the Groups stance and direction on Talent Acquisition
• Lead and oversee the Organisational Development function (Talent Management, Succession Planning, Leadership Development and Performance Management) by:
• Designing and maintaining systems and processes that support organizational design (i.e. job profiling, organizational structure etc.)
• Overseeing the development and execution of the job profiling and performance management process
• Assist with the refinement of the Company balance score card annually
• Designing, developing, implementing and overseeing the company’s integrated talent management processes
• Leading the construction of a talent and succession pipeline that aligns with hiring needs and business objectives
• Shaping and implementing strategies that will help to develop and retain high-performing employees
• Supporting the development of retention programs and development programs for the talent pool
• Oversee the organization and facilitation of annual Talent review sessions
• Support in the development of succession plans for all critical roles across the business ensuring that development plans are in place and are monitored
• Overseeing the development and delivery of strategic leadership development programmes for all leaders, aligned to the strategic objectives of the organization
• Overseeing and supporting the development of leadership and organisational capability solutions, appropriate for each division. Leverage best practice across divisions, while ensuring solutions are tailored to meet specific functional objectives
• Monitoring and evaluating the leadership and organisational capability proposition to ensure it remains appropriate for business needs and is regularly refreshed as divisional requirements evolve
• Ensure that maximum value is derived for divisions from the implementation of leadership and organisational capability initiatives
• Oversee the Learning and Development function by:
• Leading the development and ensuring the alignment of the L&D strategy to the business strategy and implement the execution plans across the Group
• Identifying organisation-wide and individual learning initiatives that are cost effective, focusing on employee development toward achievement of both business and personal career goals
• Reviewing and implementing end-to-end L&D processes to ensure best in class provision of services to the business
• Ensuring skills gap analyses are conducted to determine various development requirements across the organisation where required
• Realising efficiencies and modernisation, of the various learning interventions, including the digitisation and automation of processes
• Ensuring the provision of creative, innovative and agile learning interventions that meet the changing cultural and social needs of the business
• Ensuring an ongoing process exists which continuously enhances the knowledge and capability of key talent in order to enable managers to effectively lead the organization toward achievement of strategic initiatives
• Providing analytical and specialist knowledge and expertise to the Board and senior managers regarding excellence in leadership and people management
• Change Management:
• Own the implementation of change management RMA
• Develop and implement a change management framework for RMA
• Embed change management practises across the organisation, building the case for change and assessing the readiness for change
• Provide thought leadership and consultation in the various functional areas

Knowledge, Skills and Competencies Required

• Specialist knowledge in organizational learning and development within
• Results focused; a consultative leadership style that builds high-performing teams across multi-disciplined projects that consistently meet targets and realise organisational benefits
• Ability to collaborate with Human Resources Business Partners and line managers across the African continent
• Ability to execute high-impact learning strategies that enhance people and business performance
• Strategic Leadership (Strategic thinking and planning)
• Leading and supervising
• Managing performance (goal/target setting)
• Motivating People (includes Creating and Selling the Vision)
• Complex problem-solving
• Judgement and Decision-making
• Program and Project Management
• Business insight
• Personal and professional development
• Resilience / Optimism