OD & Talent Manager - Midrand at Dis-Chem Pharmacies

Minimum Requirements…

Essential:

• Tertiary Qualification in Human Resources, Industrial Psychology or a related discipline
• Registered Industrial Psychologist
• Minimum of 5 – 8 years’ Organizational Design, Talent & Performance experience. 3 years managerial experience
• 3 years managerial experience

Advantage:

• Postgraduate degree in relevant discipline
• Registered Industrial Psychologist
• Previous HR/OD/Talent experience in the Retail / FMCG industry

Job Specification...

Organisation Design & Workforce Planning:

• Develop and implement workforce planning strategies to forecast short-term and long-term staffing needs aligned with business goals.
• Analyze workforce data and trends to identify gaps in skills, headcount, and talent pipelines and drive workforce optimization initiatives, including succession planning, role realignment, and org design.
• Design and implement organizational design practices, aligned with business structures, processes, and roles. Head of HR COE
• Manage job evaluation practices, develop job descriptions and management of the job grading for the group.
• Act as a SME supporting HR teams and department managers in initiating organizational design practices and changes.

Talent Management:

• Develop and implement an integrated talent management framework that drives alignment with business objectives.
• Develop and manage competency frameworks to align employee skills with organizational needs.
• Leverage competency assessments to drive targeted talent development and succession planning initiatives.
• Implement strategies to attract, retain, and develop top talent across the group and partner with various HR COE teams to execute on this.
• Lead the annual Talent Review process, using relevant tools to assess current talent and forecast future needs.
• Ensure a robust talent pipeline by creating career development pathways, acceleration programs, and leveraging external pipelines.
• Implement talent retention strategies to reduce turnover and retain high performers, with measurable outcomes.
• Partner with L&D to Establish tailored development plans for high-potential employees, tracking and reporting on progress and impact.
• Supporting deployment and application of talent and competency development programmes.

Talent Assessment:

• Drive data-driven talent assessments to optimize workforce capabilities and support strategic decision-making.
• Design and implement comprehensive assessment tools such as psychometric evaluations, 360-degree feedback, stay interviews, and exit interviews to inform talent strategies.
• Utilize talent intelligence analytics to derive actionable insights for workforce planning and performance optimization.
• Develop post-assessment action plans to guide career development and succession planning for employees who have conducted assessments.

Performance Management:

• Drive the development and roll-out of the organization’s performance management system, ensuring it effectively aligns individual performance with organizational goals.
• Drive the implementation of performance appraisal processes, continuous feedback mechanisms, and performance improvement plans.
• Partner with HR Business Partners and line managers to address performance gaps and create tailored development plans.
• Utilize data analytics to measure and report on performance trends, providing insights for strategic decision-making.

Change Management & Employee Engagement:

• Support change management initiatives related to Org Design, talent management, and performance optimization.
• Foster a culture of continuous improvement by promoting employee engagement and performance excellence.
• Design and implement initiatives to enhance employee experience, including recognition programs and engagement surveys.

Continuous Improvement:

• Ensure that Org Design, Talent, and Performance initiatives effectively align with the group's strategic priorities by developing, assessing, and evaluating meaningful performance indicators.
• Develop and implement assessment tools to measure the effectiveness of departmental objectives and their impact on desired business outcomes.
• Drive and promote a culture of continuous improvement within OD, Talent, and Performance practices.
• Assess and diagnose ineffective practices that hinder talent and organizational culture and identify solutions to address and mitigate these challenges.
• Lead impactful initiatives to enhance team effectiveness, ensuring that processes, programs, and strategies continually evolve to support business goals.

Stakeholder Management:

• Partners with HR Business Partners and management teams to ensure a consistent approach to OD practices in the group.
• Build and foster excellent working relationships across departments to understand requirements and ensure employees are engaged across multiple disciplines and departments.
• Work co-operatively and constructively with multiple stakeholders including HR, Marketing and other stakeholders.

Reporting and Administration:

• Provide regular reports and insights to managers on workforce trends and organizational effectiveness.
• Provide data and insights to HR management and business leaders by analysing relevant data across OD processes and programmes.
• Compile monthly and periodic OD reports, update on the delivery of key projects that highlight any areas of concern or opportunities for improvement.

Team Management:

• Assess and manage the OD team to continually improve processes and outcomes.
• Promote a robust culture of accountability, innovation, and performance management across the customer care department, whilst modelling the company’s values.
• Assist in setting objectives for the team and tracking progress.
• Assist in facilitating the creation of accountable, full-service teams who understand and strive to meet the needs of all stakeholders.