Current Openings at Aspen Pharma Group

Description

• The Group Head: Talent Acquisition & Performance will assume overall strategic responsibility for all Talent Acquisition and Performance related aspects across the Group, with a strong focus on attracting, recruiting and onboarding top talent and driving employee performance through continuous evaluation and support. In addition, the Group Head: Talent Acquisition & Performance will act as a Strategic Business Partner to the Group Operations business segment, remaining available as a conduit from and into Group Human Capital and to execute relevant strategic special projects

KEY PERFORMANCE AREAS

Talent Acquisition

• Recruitment Strategy: Develop a strategic recruitment plan aligned with organisational goals.
• Employer Branding: Promote the company as an employer of choice through branding initiatives.
• Sourcing: Utilise various sourcing channels (job boards, social media, employee referrals).
• Selection Process: Implement a structured and bias-free selection process.
• Onboarding: Create a comprehensive onboarding program to ensure new hires are well-integrated.
• Job Description and Interview Design: Create job descriptions and interview questions, in collaboration with the hiring manager that reflect the requirements for each position, always aligned to the talent acquisition strategy and organisation’s goals.
• Talent Pipeline Management: Build and maintain talent pipelines.
• End – to – end recruitment process management for senior roles: Manage the day-to–day recruitment process from sourcing, candidate vetting, interviews finalization of job offers

Talent and Performance Management

• Performance Appraisal Systems: Implement regular and fair performance appraisals.
• Goal Setting: Align individual goals with organisational objectives.
• Feedback Mechanisms: Establish continuous feedback loops between managers and employees.
• Performance Metrics: Define clear and measurable performance metrics.
• Employee Recognition: Develop programs to recognise and reward high performers.

Employee Benefits

• Flexible Benefits Packages: As a partner to the Group Rewards function, apply the available customisable benefits to the Group, through the human capital network in support of diverse employee needs for recruitment and retention.

Employee Relations

• Conflict Resolution: Develop procedures for addressing workplace conflicts.
• Grievance Handling: Establish a transparent process for handling employee grievances.
• Employee Communication: Maintain open lines of communication between employees and management.
• Compliance: Ensure adherence to labour laws and regulations

Requirements
Formal qualifications

• Bachelor’s degree in Human Capital or relevant Business qualification
• Certifications/registrations
• CIPA or SHRM certified Professional (SHRM-CP) advantageous

Overall experience

• Proven track record of performance and delivery preferably in Human Capital (“HC”) or other business functions, in a large/ global multinational organisation at a management level
• Minimum of 10 years relevant corporate experience with 5 years of leadership experience, preferably in HC and/or talent acquisition and performance
• Specific experience, knowledge & exposure
• Understanding of building a culture that attracts and retains engaged, high-performing talent.
• Expert communicator: solid verbal, written and interpersonal skills with the ability to influence stakeholders and drive the adoption of talent management strategies that support the organization’s goals
• Demonstrated collaborative skills, both internally and externally
• Embraces and demonstrates Aspen’s core values of integrity, innovation, teamwork, commitment and excellence.
• Confident and singularly accountable
• Skilled negotiator
• Preparedness to travel, if required

Skills and attributes

Strategic mind-set:

• Strategic thinking skills and ability to articulate a vision for the Group Talent Acquisition & Performance strategy in line with the broader Group HC strategy

Judgment/Decision Making/critical thinking:

• Identify and solve internal and external challenges
• Ability to manage complexity

Interpersonal skills:

• Need to form strong relationships with other leaders in the organisation and obtain significant input from the organization so that objectives can be met
• Active listening skills
• Ability to show empathy and consideration for others in order to engage and motivate.

Analytical skills: 

• Excellent interpretation and problem-solving skills with a data-driven approach to recruitment and performance
• Expertise in workforce planning, predictive analytics and benchmarking to ensure talent acquisition and performance management align with Group HC strategy and organizational growth
• Skilled in identifying market trends, gaps and potential challenges within talent pipelines and employee performance, creating data-driven solutions to address them

Leadership skills: 

• Must manage respective team effectively by aligning the team’s performance with the organization’s HC goals and business requirements
• Capable of cross-functional collaboration

Communication skills: 

• Need to be an excellent communicator (verbal and written) and maintain a degree of charisma and professionalism when engaging with candidates and stakeholders
• Empathy
• Excellent cultural sensitivity across global markets
• Excellent influencing skills

Social Perceptiveness:

• Being aware of others' reactions and understanding why they react as they do
• Highly attuned to the organisation’s culture and employee needs, ensuring alignment with the Group Talent Acquisition & Performance strategy

Commercial Awareness:

• Considerable knowledge of business processes, best practice, general management practices, budgeting and business operations
• Strategic awareness of market trends in talent acquisition, enabling innovative approaches to attract top talent and retain high performers
• Stays abreast of new human capital innovations/ best practices, understands strategic implications of such change, and responds appropriately

Knowledge

• Pharmaceutical industry knowledge advantageous
• Labour Relations Act, Employment Equity Act and other labour legislation (local and international)
• Strategic human capital management
• Aspen is committed to the principles of equal employment opportunity. Preference will be given to applicants from designated groups through a fair recruitment and selection process in line with Aspen’s Transformation Agenda.
• Internal Applicants must inform their direct line managers of their application. Applications must be completed using an Aspen email address.
• If you have not heard from the HC department within 30 days of this advert closing, please consider your application unsuccessful.

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Description

• The Group Head: Talent Management will assume overall strategic responsibility for all Talent Management related aspects across the Group, with a strong focus on developing and retaining top talent within the organisation and developing and facilitating the upskilling of current and future leaders through strategic initiatives. In addition, the Group Head: Talent Management will act as a Strategic Business Partner to the Group Commercial business segment, remaining available as a conduit from and into Group Human Capital, & to execute relevant strategic special projects. The key areas of responsibility are learning & development, succession planning, retention and Recognition Programmes.

KEY PERFORMACE AREAS

Learning & Development

• Training Programs: Develop and deliver training programs aligned with business needs.
• Career Development: Provide resources and opportunities for career advancement.
• Leadership Development: Identify and nurture potential leaders through targeted programs.
• E-Learning Platforms: Utilise online learning systems for continuous skill development.
• L&D Alignment with Equity and Skills Goals: Align Learning & Development with Employment Equity and Workplace Skills Plan goals and targets.

Succession Planning

• Talent Identification:Identify high-potential employees for key roles.
• Development Plans:Create personalised development plans for succession candidates.
• Mentorship Programs: Establish mentorship and coaching initiatives.
• Leadership Pipeline: Maintain a robust pipeline of future leaders 

Employee Engagement & Retention

• Engagement Surveys: Conduct regular surveys to gauge employee satisfaction and engagement.
• Work-Life Balance Initiatives: Promote policies that support work-life balance.
• Retention Strategies: Implement strategies to retain top talent and reduce turnover.
• Employee Well-being: Develop programs to support physical and mental well-being.
• Aspen Values and Culture Advocacy: Build a strong employer brand by promoting Aspen’s value proposition by showcasing the company culture, values, and benefits.

Recognition Programmes

• Recognition / Awards: Create and deliver formal recognition programs that recognise and/or reward employees for their contributions and achievements. 

Diversity, Equity and Inclusion

• Employment Equity: Take responsibility for ensuring compliance with the Employment Equity Act and overseeing all related obligations
• BBBEE: Drive and support dynamic BBBEE initiatives, aimed at achieving BBBEE people- related objectives in line with reporting and compliance requirements to enhance skills development in priority groups.
• Global DEI Programmes: Develop and implement transformative global DEI programmes across the Group centred around creating a more inclusive and equitable workplace.
• DEI Framework and related policies: Drive the DEI framework and other related policies across the Group to promote and support DEI at every level of the organisation.
• Monitoring, Reporting and Compliance (Global focused): Track, report, and ensure global compliance with DEI standards and regulations across the Group.

Skills Development

• Skills Development Act: Drive adherence with the Skills Development Act, ensuring organisational compliance within South African companies while fostering targeted workforce growth.
• Global Skills Programme: Promote and support skill advancement through comprehensive global skills development programmes aligned with global L&D objectives.
• L&D Alignment Skills Development Goals: Integrate learning and development initiatives with broader skills development goals to support business objectives, ensuring a forward-looking approach to global talent growth.
• Monitoring, Reporting and Compliance (South Africa focused): Track and ensure full compliance with the Skills Development Act and SETA requirements including WSP, ATR, MG and DG funding, while monitoring progress toward targeted development objectives

Requirements
Formal qualifications

• Bachelor’s degree in Human Capital, relevant Business qualification or equivalent
• Certifications/registrations 
• CIPA or SHRM certified Professional (SHRM-CP) advantageous

Overall experience

• Proven track record of performance and delivery preferably in Human Capital (“HC”) or other business functions, in a large/ global multinational organisation at a management level
• Minimum of 10 years relevant corporate experience with 5 years of leadership experience, preferably in talent management / HC 
• Specific experience, knowledge & exposure
• Understanding of building a culture that attracts and retains engaged, high-performing talent.
• Expert communicator: solid verbal, written and interpersonal skills with the ability to influence stakeholders and drive the adoption of talent management strategies that support the organization’s goals.
• Demonstrated collaborative skills, both internally and externally
• Embraces and demonstrates Aspen’s core values of integrity, innovation, teamwork, commitment and excellence.
• Confident and singularly accountable
• Skilled negotiator
• Preparedness to travel, if required

Skills and attributes

Strategic mind-set:

• Strategic thinking skills and ability to articulate a vision for the Group Talent Management strategy in line with the broader Group HC strategy.

Judgment/Decision Making/critical thinking:

• Identify and solve internal and external challenges.
• Ability to manage complexity.

Interpersonal skills: 

• Ability to form strong relationships with other leaders in the organisation and obtain significant input from the organization so that objectives can be met.
• Active listening skills
• Ability to show empathy and consideration for others in order to engage and motivate.

Analytical skills: 

• Ability to collect and interpret data to streamline strategic Talent Management initiatives.
• Expertise in workforce analytics and the ability to interpret and forecast talent needs.
• Skilled in identifying talent trends and gaps to develop long-term strategies (succession readiness) that align with organisational goals.

Leadership skills: 

• Must manage respective team effectively by aligning the team’s performance with the organization’s HC goals and business requirements.
• Capable of cross-functional collaboration

Communication skills: 

• Need to be an excellent communicator (verbal and written) and maintain a degree of charisma and professionalism when engaging with leaders and stakeholders.
• Empathy
• Excellent cultural sensitivity across global markets excellent influencing skills

Social Perceptiveness:

• Being aware of others' reactions and understanding why they react as they do
• Be highly attuned to the organisation’s culture and talent needs, ensuring alignment with the Group Talent Management strategy.

Commercial Awareness:

• Considerable knowledge of business processes, best practices, general management practices, budgeting and business operations.
• Strategic awareness of market trends in talent development, enabling innovative approaches to retain and develop top talent and high performers.
• Stays abreast of new human capital innovations/ best practices, understands strategic implications of such change, and responds appropriately

Knowledge

• Pharmaceutical industry knowledge advantageous
• Labour Relations Act, Skills Development Act, Employment Equity Act and other labour legislation (local and international) is required

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Description

• The Group Executive: Human Capital (GE:HC) will assume overall strategic responsibility for all Human Capital related aspects across the Group with a strong focus and strategic approach to workforce planning, culture building and engagement, succession planning, and strategic talent management. The GE:HC will work collaboratively with Executive leaders across the Group, non-executive board members and external partners to ensure optimal and sustainable business performance.

KEY PERFORMANCE AREAS

Strategic Leadership

• Develop and implement HC strategies, objectives and processes to support the overall strategy of the organisation.
• Leading human capital heads across all Group business units, while directly managing a Centre of Excellence team at head office.
• Continuously ensures an optimal human capital function which is efficient and cost effective.
• Develop, implement and maintain sound global human capital policies, procedures and practices flexible to relevant local legislation and ensure these are executed in accordance with guidelines.
• Lead a functional Global Human Capital Leadership Council that is responsible for key HC decision making processes and HC governance matters.
• Providing direction and support to the Group executives on all strategic human capital matters
• Ensuring human capital policy and practice in all Group business units meets requisite standards.
• Maintenance and communication of Group Human Capital policies
• Supports the monitoring of organisation design by ensuring effective & efficient organisation structures

Talent and Performance Management

• Establishing a human capital development plan which is aligned with the development of the Group. Lead the implementation of the performance management system aligned with Group and business unit objectives that includes performance development plans (PDPs) and employee development programs aligned to key organisational capability requirements.
• Developing and fully supporting the business with a talent management process which includes talent acquisition, succession planning, training and development.
• Specifically focusing on in-house development programmes to ensure a rich pipeline of skills aligned to the needs of the Group, with specific focus on transformation and D&I objectives across the Group and employment equity plans in the South African business
• Drive initiatives that will promote the Aspen Group vision, values, ethics, code of conduct, and high-performance culture
• Assessment of climate and culture in all business units, ensuring employee engagement is maintained through various HC programmes and proposing remedial action in response to unfavourable outcomes

Transformation

• Specifically focusing on in-house development programmes to ensure a rich pipeline of skills aligned to the needs of the Group, with specific focus on transformation and D&I objectives across the Group and employment equity plans in the South African business.
• Supporting the Group Risk, Sustainability and Compliance team to deliver on human capital deliverables under the BBBEE Codes
• Ensure the Employment Equity Plan, Workplace Skills Plan are compliant and executed/updated timeously.

Governance

• Strategy design around effective and reliable HC administration processes and cost-effective Human Capital Information Systems (HCIS) strategy
• Define key metrics (KPIs) for measurement of HC performance.
• Collaborate with TESS to ensure systems, reporting and processes are implemented.

Employee Relations

• Monitor, maintain and support a positive ER/IR framework within all business units and continually monitor, drive and support employee relations/industrial relations initiatives that cultivate and promote a healthy working environment
• Maintain and develop close and productive relationships with trade unions and workers’ representatives where relevant and keep abreast of national legislation and developments in labour relations
• Ensures compliance with all labour laws and industry regulations and advising the business of the legal implications for the business
• Provide advice on appropriate actions to be taken and deliver a fair and consistent employee relations service
• Present and interpret statistical reports, using records of actions taken concerning disciplinary action, grievances, labour disputes and other relevant labour relations activities, to identify problem areas
• Serve as a link between Executive Leadership and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems/grievances
• Resolve issues at Group level, including mediating disputes, and administering/advising management on disciplinary policies and procedures

Leadership

• Plan, manage and monitor the HC, Skills Development and Transformation budgets in accordance with Aspen’s philosophy and practices.
• Ensure adherence to limits on expenses (actual vs budget) as stipulated in the budget, rectify, or justify deviations from planned expenditure in quarterly reporting meetings and prepare forecasts as and when requested

Requirements
Formal qualifications

• Bachelor’s degree in a relevant Business related discipline, Human Capital or similar
• An advanced degree such as a Master of Business Administration (MBA) or a Master's degree in a relevant manufacturing / commercial / FMCG / pharma or other similar industry is preferred
• Proven track record of performance and achievement preferably in Business Management, Human Capital (“HC”) or other business functions, in a large/ global multinational organisation at a senior management level
• Minimum of 15 years relevant corporate experience with 10 years of senior leadership experience, preferably in HC and/or talent acquisition and performance
• Specific experience, knowledge & exposure
• A track record of delivering in a global/multinational enterprise/large organisation
• Proven track record of strategic people development aligned with the organisation’s business objectives
• Experience leading an organisation through transformative change
• Understanding of specific areas of organisational design and organisational effectiveness
• Track record of successfully building a culture of engaged employees
• Expert communicator: solid verbal, written and interpersonal skills to engage and mobilise the organisation and its employees to embrace and change and deliver against organisational goals, vision and purpose
• Demonstrated collaborative skills, both internally and externally
• Embraces and demonstrates Aspen’s core values of integrity, innovation, teamwork, commitment and excellence
• Confident, politically and commercially savvy, and singularly accountable
• Skilled negotiator and counsellor
• Preferred experience with mergers & acquisitions and international business exposure
• Preparedness to travel, if required

Skills and attributes

Strategic mind-set:

• Strategic business orientated thinking skills and ability to articulate a vision for the HC function
• Entrepreneurial spirit
• Global thinker
• Ability to challenge status quo with predictive analytics
• Experience in positioning their business area at executive committee and board level
• Considerable knowledge of business processes, management, budgeting and business operations
• Project management skills

Judgment/Decision Making/critical thinking:

• Identify and solve internal and external challenges
• Ability to manage complexity

Interpersonal skills: 

• Ability to form strong relationships with other leaders in the organisation and obtain significant input from the organization so that objectives can be met
• Proven leadership ability by demonstrating ability to motivate employees to deliver high quality output in line with set priorities
• Active listening skills
• Ability to show empathy and consideration for others in order to engage and motivate

Analytical skills: 

• Excellent problem-solving skills
• Identify complex problems and review related information to develop and evaluate options and implement solutions

Leadership skills: 

• Must manage the team effectively by aligning the team’s performance with the organization’s HC goals and business requirements 
• Capable of cross-functional collaboration

Communication skills: 

• Need to be an excellent communicator (verbal and written) and maintain a degree of charisma to inspire employees to invest in their work and vision of the organisation
• Empathy 
• Excellent cultural sensitivity across global markets

Communication skills: 

• Need to be an excellent communicator excellent influencing skills

Social Perceptiveness:

• Being aware of others' reactions and understanding why they react as they do
• Passionate customer advocacy

Commercial Awareness:

• Considerable knowledge of business processes, general business management practices, budgeting and business operations
• Extremely strong business acumen, combined with the ability to succeed at a strategic, tactical, and operational level
• Stays abreast of new business and human capital innovations/ best practices, understands strategic implications of such change and responds appropriately

Knowledge

• Business understanding at strategic level
• Pharmaceutical, FMCG and/or manufacturing industry knowledge required
• Labour Relations Act, Employment Equity Act and other labour legislation, Companies Act and other corporate governance principles (local and international) is required
• Strategic business knowledge and human capital management is required