Senior Specialist Talent, Culture & Change at Sasol

Short Description / Purpose of Job
The purpose of this job is to be accountable to manage, detail and execute Talent Management, Change, Culture and D&I initiatives in compliance with  Energy  minimum standards, leveraging HR expert services and transactional services in the region, and with a solid understanding of the business priorities and needs in order to drive the regional agenda and service the business requirements into integrated people solutions, value generation and reduce business risks.

Translate business needs into Talent, Change, Culture and D&I  solutions that will enable the assigned BU to achieve its strategic objectives, attract and retain the talent it needs to operationalise its strategy.

Recruitment Description / Key Accountabilities
Engage with the assigned business unit to gain a solid understanding of business needs and priorities and how these translate to Talent Management, Culture Transformation, Change, Leadership, D&I  and training needs to provide the relevant recommendations and expert advice.

Proactively gain an understanding and the link of strategic requirements and developing trends to inform the process of solutions architecture as per business needs.

Develop key stakeholders relations and partnerships to continuously build a deep understanding and alignment with long-term action plans of the business; in relations to Talent, D&I, Culture transformation & Change management

Proactively propose solutions in the relevant HR disciplines to business leaders, making a concrete business case on how these solutions will impact results, productivity and performance to obtain buy in and engage senior leaders in the transformation process.

Through an understanding of the Sasol Energy  Talent, Culture, D&I and Change frameworks and objectives, suggest how these can be adapted and rolled out to the assigned business unit for greater impact and overall effectiveness.

Consult with business leaders in the assigned portfolio on critical talent and succession management and provide subject matter expertise.

Ensure the effective management and successful implementation of Talent Forums.

Deliver and execute on the implementation of workforce planning and sourcing strategies.

Support and engage in the development of leadership development initiatives.

Work in close collaboration with the HR teams of the assigned portfolio to, through close partnership, deliver on Talent, D&I agenda, Change, leadership, training and Culture priorities which are critical to business success.

Provide guidance and leadership to the teams that deliver Talent, Change, Culture and D&I solutions to the assigned business unit so they can operate with a good understanding of what works and what matters in the specific area.

Continuously investigate, stay up to date and research on the latest Talent, D&I, Change and Culture global practices and actively propose these to both the BU leaders and peers to contribute to a forward looking and relevant approach to these disciplines.

Measure the effectiveness of the solutions implemented and report on these metrics to ensure continuous impact and improvement.

Formal Education

University Bachelor's Degree

Min Experience

11+ relevant years

Certification & Professional Membership

None

Competencies

Business Acumen: An intuitive and applicable understanding of how a company or unit makes money.  Displays a thorough understanding of what drives profitability.  Maintains a market-focused approach to business.  Keeps an overall big picture understanding of the business and its interrelationships enabling a person to make better business decisions.  The ability to make good business judgments and quick decisions in a manner that is likely to lead to a good outcome.

Collaboration: The action of working with someone to produce something

Critical reasoning: The action of critically thinking about something in a logical, sensible way and taking all factors into consideration.

Customer Focus: A continuing focus on the needs and requirements of customers and clients, anticipating their needs, remaining sensitive to customers while performing services for them, responsive to customer needs.

Execution capability: The underlying ability to execute a strategy/project or day to day work

Interviewing: The ability to converse with people to gather information for purposes of recruitment, customer requirements, business needs, and other subjects.

Negotiating: The ability to compromise in a cooperative effort to reach mutually satisfactory conclusions and results.

Partnering: The development and perpetuation of successful and mutually-beneficial relationships where customers and others become business partners with common goals, positive attitudes, cooperative work styles, open communications and team spirit.

People Management: The interaction, communication, relationships and dealings with staff members, and the style in which those interactions take place. It includes the development of employees and work places that are inclusive.

Relationship Management: The conscious aim to develop and manage long-term and/or trusting relationships with internal or external customers, distributors, suppliers, or other parties in an environment which can include marketing, selling, servicing and other areas where a relationship is crucial to on-going success.  At a senior level, it includes C-level relationships with senior management such as CEO [Chief Executive Officer], CIO [Chief Information Officer], and CFO [Chief Financial Officer].

Self-Mastery: Takes accountability for driving own growth through developing self-awareness, reflecting, seeking  feedback and self-correcting