Talent & Enablement Manager at Nedbank

Job Purpose

Promote a high-performance culture by managing performance of subordinates and holding them accountable for managing the performance of their reports through the implementation and monitoring of performance agreements and ensuring a clear vision. Manage the relationships with HRBP's in the Cluster to provide feedback on core metrics, service standards, progress on assistance with key projects between the COE, the Cluster and the Group HR Employment Services. 

Job Responsibilities

• Provide support for bulk recruitment, pipeline and critical skills acquisition aligned to Talent strategy and succession plan. 
• Providing advice on industry best practice and trends, supported by analytics. 
• Initiate and manage employee capacity initiatives, aligned to strategy workforce mapping and requirements. 
• Drive the Cluster Recognition strategy and managing the committees.
• Project and Change Management of HR Projects: Participation in Group project meetings or squads. Scoping of implementation requirements for the Cluster, including resourcing and project plans. Diagnosis of change impact, creation and management of activities to ensure adoption of changes. Tracking and reporting on adoption and benefits realization of projects. 
• Change Management of Regulatory Projects (MCCP, Privacy, Cyber Risk, FIC, etc.;): Represent Wealth in Group Regulatory Forums for change management. Collaborate with Cluster Risk and Compliance, project managers, as well as divisional project teams and SMEs on change management requirements. Collaborate with Cluster communication team to ensure ongoing embedding and remediation. Collate information and report on change adoption and compliance. 
• Strategic drivers and HR Practices - Performance Management, Talent Management and Recognition (including LVC): Represent the Wealth Cluster at Group Forums and communities of practice. Create and manage cluster implementation plans and delivery cycles. Identify needs and opportunities for embedding these practices, enhancing their effectiveness by conceptualizing and delivering creative solutions. Enable and coach the HR team and line managers on an ongoing basis to improve the effectiveness of the practices. Reporting regularly to assist in tracking of compliance. For recognition, coordinate annual Top Achiever / Teach Achiever review process. 

• Master of HR operations, policies and systems: Act as a superuser of SAP, SF, DEP, and other HR systems and technology - coordinate access across the cluster, trouble shoot, coach necessary to build capability, act as a central point of contact with GBS. Act as SME of HR policies, coordinate policy reviews and enablement across the cluster. Integrate various data sources to create management reports on an ongoing basis. 

People Specification

Essential Qualifications - NQF Level

• Advanced Diplomas/National 1st Degrees
• Preferred Qualification
• Relevant Honours Degree

Preferred Certifications

Minimum Experience Level

5- 8 years working experience as an HR Manager and must have 5 years HR Project Management and Talent Managment experience. 

• Track record of experience as a generalist in HR and/or with specialized experience in Performance and Talent Management, Succession Planning and Recognition.
• Project Management experience at an entry to intermediate level. 
• Change Management accreditation.
• O365 - intermediate to advanced (PowerPoint and Excel) as well as Forms, Teams, etc.

Technical / Professional Knowledge

• Labour relations
• Talent Acquisition- Advanced
• Computer Literacy

Behavioural Competencies

• Building Partnerships
• Strategic Influence
• Innovation
• Building Trusting Relationships
• Managing Work
• Courage
• Emotional Intelligence Essentials