Jobs at MultiChoice Group

The Senior Manager Talent Management is responsible for leading the global COE (center of expertise) driving best-in-class talent initiatives and programs that align with and drive a high-performance organization. The role will specifically own and drive the group portfolio of diversity & inclusion, executive leadership development, assessment center, career and succession management processes, with a focus on building skills and talent pipelines and growing high potentials and future leaders to ensure that the Group is positioned to sustain current and future success.

Key Performance Objectives

Tasks

Strategy Development and Execution

• Design, develop and lead the implementation of the talent strategy, talent planning and global processes to drive high impact talent across the business levels
• Ensure the overall strategy enables and supports business strategy and HR strategic goals
• Build and grow relationships and ways of work with business leaders and HR to advance talent pools that drive the growth and innovation of the business
• Lead initiatives from design through to execution in order to scale and operationalise key talent/HR initiative

Strategic Skills Development

• Work with leaders and HR Business Partners to define talent related needs (e.g. succession, role clarity, coaching, etc.) and create tools and solutions that advance business outcomes
• Drive transformation and succession goals and targets in partnership with HR
• Work with business stakeholders to identify critical positions and HIPO talent. Establish talent pool interventions to advance the continuity and growth of the talent and overall pipeline
• Establish talent interventions and collaborate with learning to grow emerging talent pipeline i.e. graduate programme, internships, emerging leaders/ HIP

Succession planning and Leadership Development

• Provide leadership for end-to-end design and implementation of the organisation wide talent management processes (e.g.  career models and career planning tools, talent and succession planning, leadership development
• Identify leadership potential to create talent pools for every level of leadership
• Manage the organisational talent review process to define advancement plans for leadership talent
• Collaborate with HR and business to Identify and curate the growth of successors for senior leadership roles
• Develop and execute programmes and projects to drive leadership growth and advancement
• Manage and report on the ROI of leadership development programmes
• Collaborate with the Rewards team to contribute to the design, implementation and management of effective recognition and differentiated reward programs to advance and retain high performance talent for the organisation
• In partnership with the reporting team, assess people movement data and metrics to design and improve talent initiative

Diversity & Inclusion

• Responsible for enabling diversity and inclusion goals
• Develop and execute action plans to meet diversity and inclusion goals
• Facilitate and expand the Diversity and Inclusion stakeholder groups. Enable the Womans Leadership Forum and other critical platforms and initiatives
• Build programs to create a greater sense of uniqueness and belonging for new employees
• Facilitate and support execution of internal initiatives focused on connection, belonging and integrating difference
• Establish optimal guidelines for driving a working from home environment
• Partner with HR community to build and refine programs and processes with a diversity, inclusion and employment transformation goal
• Support the recruitment teams with incorporating inclusion and diversity practices and goals into processes and metrics
• Collaborate with learning team and development team to high impact talent diversity and transformation initiatives

Assessment

• Responsible for design and implementation of an Assessment Centre strategy and services to ensure sound and fair selection and development decision making, using certified, valid and reliable psychometric assessments.
• Provides thought leadership through benchmarking best practices in assessments and stays in sync with latest developments both locally and internationally to advance services
• Operates in adherence to the legislative and national governing body guidelines and codes in the delivery of psychological and assessment services
• Supports and enables fit for purpose organizational competency framework and integrates into the assessment and talent services. Further ensures that assessments appropriately leveraged across HR value chain
• Ensure valid, cost-effective, on-line and accredited assessment batteries are integrated into services
• Oversee and manage the assessment centre resources and partners to deliver services that are customer centric and highly responsive. Ensure that administration, vendor management, reporting, feedback, data and budgets are managed accordingly to advance the improvement of services to the business
• Ensure confidential data is managed and retained and appropriately used in analytics to improve business decisions on talent growth and advancement

Talent Mobility

• Manage the creation and socialisation of career paths for specialist roles across the organisation
• Network with talent teams across the Group to identify and create opportunities for high-potential talent to gain exposure and build their skills 
• Ensure the provision of services to support high-potential talent to grow and develop

People Management

• Work with the team to achieve excellent business results through continuous people development and mentoring activities.
• Ensure the development of a high-performing team through embedding formal Performance Development and informal coaching.
• Determine and analyse training and development needs for team members and ensure implementation thereof. Ensure that identified training is budgeted for and executed.
• Establish and maintain a succession plan for the management team in the area using the formal Talent Management process for identified talent and an informal process for remaining roles.
• With the support from the HR, interview and recruit direct reports and provide support to them during the recruitment of their teams on request.
• Ensure that all poor performance is addressed through the Performance Improvement Programme and that continued poor performance is adequately dealt with. Review Performance Improvement Programme reports to determine effectiveness of interventions.

• Motivate employees in the department and ensure that their efforts are recognised.

Qualifications
Essential

• Master’s degree in Industrial Psychology
• Registered Psychometrist or registered Industrial Psychologist at the HPCSA

Experience

• Minimum 8 years experience in Talent, Diversity & Transformation, Behavioral Training, Coaching, Psychometric Assessment experience.
• Minimum 5 years experience in senior roles within Human Resources/ Talent management at diversified, global company with diversified and multi-regional operations

Technical Competencies (List the key technical competencies)

• Career Management
• Leadership Development
• Succession planning
• Talent Management
• Coaching & Mentoring

Behavioural Competencies (List the key behavioural competencies)

• Relationship Building
• Conflict Resolution
• Decision Making
• Critical Appraisal
• Holistic Thinking
• Persuading & Influence

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To implement Learning best practices by managing the design, sourcing, development, delivery, and evaluation of learning initiatives that meet the needs of the various business units and meet compliance and governance requirements. Optimize the performance of individuals, teams, and business units by identifying and building capabilities required for current and future success

Key Performance Objectives
Tasks
Strategy Execution

• Develop and implement a Learning Strategy for VE Group
• Ensure that the Learning strategy and initiatives are aligned to other OD, talent and career pathing and succession interventions
• Ensure alignment of learning interventions to the overall company strategy
• Ensure alignment of learning interventions to the overall HR strategy

Stakeholder Management

• Proactively build relationships and use influence across the business to gain trust of senior management
• Network with Learning practitioners in other businesses (through external forums, conferences (national and international) and informal networking)
• Liaise with internal and external suppliers regarding course content, design, delivery, logistics and materials

Governance

• Set up and implement policies and processes to manage the learning development environment across the group and companies
• Ensure compliance to statutory requirements including skills development and BBBEE legislation.
• Obtain and maintain ETQA accreditation where relevant
• Manage the preparation and submission of the WSP and ATR for all businesses.
• Optimise recovery of skills development grants and rebates in line with the skills development agenda
• Implement and drive the achievement of skills development targets for transformation
• Prepare timeously and accurately deliver upon key reports including training summary information for licenses (ISACA), board reporting (REMCO), employment equity (EE), BBBEE Transformation Committee and BBBEE verification audits
• Collaborate with HR Compliance and Reporting team to drive statutory controls and processes, reporting requirements
• Scan the industry to discern Learning trends and new thinking that has relevance for the group. Identify and implement best practice with regard to learning
• Develop and maintain a competency framework for the Group

Business Partnering & Operational Delivery   

• Lead L&D Partners to establish and maintain trustworthy and positive business partnering relationship with HR, business leaders, BBBEE central team, HR Compliance team and finance management
• Ensure business learning needs, statutory compliance and company budgets are managed through an agreed plan and monitored regularly against requirements
• In partnership with business understand the needs and long term workforce skill requirements through learning needs analysis and as required skills audit process to appropriate development plan for the group and businesses
• Manage the design and sourcing / development process for classroom and e-learning
• Manage the planning and delivery of classroom and online learning so as to achieve both business and compliance requirements. Drive and ensure  training logistics, procurement processing, business and finance approvals, learner and vendor administration processes for the smooth operation of the business learning environment
• Manage the learning centre and overall learning management systems
• Manage the central learning budget and co-plan the company /divisional budgets
• Ensure ROI on learning delivery

People Management

• Lead and manage the Learning team
• Implement Human Capital strategy to ensure effective delivery of people practices across the department and to attract, identify, retain and develop the best people and create an environment that enhances the organisation’s reputation as a place where the best people work
• Work with the team to achieve excellent business results through continuous people development and mentoring activities.
• Ensure the development of a high-performing team through embedding formal Performance Development and informal coaching.
• Determine and analyse training and development needs for team members and ensure implementation thereof. Ensure that identified training is budgeted for and executed.
• Establish and maintain a succession plan for the management team in the area using the formal Talent Management process for identified talent and an informal process for remaining roles.
• With the support from the HR, interview and recruit direct reports and provide support to them during the recruitment of their teams on request.
• Ensure that all poor performance is addressed through the Performance Improvement Programme and that continued poor performance is adequately dealt with. Review Performance Improvement Programme reports determining the effectiveness of interventions.
• Motivate employees in the department and ensure that their efforts are recognised.

Qualifications

• A Post Graduate degree in Human Resources Management/ Training

Experience

• A minimum of 8 - 10 years’ experience in Talent, Learning or general HR Field
• +4 years Senior HR management experience, in large corporate with talent and learning experience

Technical Competencies (List the key technical competencies)

• Learning
• Training
• Facilitation
• Stakeholder Management
• Project Management
• Skills Development

Behavioral Competencies (List the key behavioral competencies)

• Relationship Building
• Conflict Resolution
• Decision Making
• Critical Appraisal
• Holistic Thinking
• Persuading & Influence
• Coaching

go to method of application »

The role is critical to driving, enabling and ensuring the talent portfolio for HR delivers customer centric, compliance services and support across the organisation and sub companies. The position will be the custodian for overall compliance reporting on behalf of the Group Executive Head of HR, establishing and maturing talent insights, BBBEE and EE talent transformation strategies and metrics and proactive talent analytics support for Exco and board compliance reporting.

Key Performance Objectives
Tasks
Compliance Strategy & Management

• Accountable for the talent compliance and reporting function end to end. Directly responsible for managing and delivering on reporting and compliance requirements for the Group Talent Head and Group Executive Multichoice Group
• Direct and manage the talent related reporting and compliance requirements including but not limited to BBBEE (Skills development, Management Control) and employment equity, inclusive of other elements for global compliance including people elements of the Global Reporting Index
• Ensure proactive management and delivery of insights and reports for internal governance committees and ensure full compliance by the organization on assigned compliance portfolios. This includes reporting requirements for REMCO, Social Ethics Committee, Transformation Committee, and Group Exco
• Collaborate with Senior Manager Learning & Development and Senior Manager Talent Management to establish plans and interventions that delivers upon the transformation targets and commitments by the group and respective companies
• Proactively scan and manage regulatory landscape on changes both global and South Africa local impacting Multichoice group and companies and proactively manage operations to drive compliance

Compliance Operations

• Accountable for the compliance submissions, reporting and management related to Skills Development and Employment Equity/ Management Control
• Oversee and manage planning and governance of compliance requirements related to management control, employment equity and skills development including – SETA engagement, workplace skills plan and annual training report
• Collaborate with industry and governmental partners to scan for potential legislative changes. Prepare proactive plans and scenarios to ensure business is best positioned to manage and ensure compliance
• Curate and manage the BBBEE skills compliance requirements and work closely with SM Learning & Development on interventions and monitoring
• Oversee the B-BBEE audit. Organize and conduct the Management Control and Skills Development element B-BBEE assessment process for the B-BBEE audit
• Establish partnership with Learning, Talent, HRBP and business to drive management and reporting on Skills Development, management control & Employment Equity reports
• Proactively plan and collaborate with vendor partners, auditors to ensure full compliance by the group and companies for BBBEE and EE compliance reports
• Ensure BBBEE reports are accurate and distributed timeously to stakeholders to improve decisions on achieving transformation targets
• Implementation & Monitoring of key skills programmes in partnership with Learning & Talent team
• Responsible jointly with SM Learning & Development to ensure the group and companies receive the highest possible BBBEE rating and clean audit assessments

Compliance Systems Management

• Establish department that is customer centric, proactive and positive in approach that grows the brand and reputation of HR compliance portfolio
• Establish strategies, governance, standards, policies, procedures, systems, reporting/dashboards to effectively manage and operate the portfolio
• Ensure all BBBEE systems are accurate and updated, including up to date people, training spend, occupational data, company structure information, training interventions
• Establish ways of working with Learning & Talent teams to ensure learning plans, budgets and actuals are accurately captured on system
• Drive and manage accurate timeous monthly and quarterly reports to the relevant internal management forums and ensuring action Items are resolved as per expectations
• Central conduit for all talent compliance and reporting requirements, ensuring stakeholders are enabled with up to date insights for decisions

People Management

• Implement Human Capital strategy to ensure effective delivery of people practices across the department and to attract, identify, retain and develop the best people and create an environment that enhances the organisation’s reputation as a place where the best people work
• Work with the team to achieve excellent business results through continuous people development and mentoring activities.
• Ensure the development of a high-performing team through embedding formal Performance Development and informal coaching.
• Determine and analyse training and development needs for team members and ensure implementation thereof. Ensure that identified training is budgeted for and executed.
• Establish and maintain a succession plan for the management team in the area using the formal Talent Management process for identified talent and an informal process for remaining roles.
• With the support from the HR, interview and recruit direct reports and provide support to them during the recruitment of their teams on request.
• Ensure that all poor performance is addressed through the Performance Improvement Programme and that continued poor performance is adequately dealt with. Review Performance Improvement Programme reports to determine effectiveness of interventions
• Build customer-centric, positive, and highly responsive approach to customers and stakeholders

Qualifications

• Postgraduate degree in Commerce/ Human Resources, preferable Masters Degree
• BBBEE Management Development Programme or NQF aligned BBBEE Managers Course

Experience

• Preferred, experience as verification partner for BBBEE with demonstrated experience to lead complex compliance portfolio and up to date understanding across SA legislative landscape
• + 8 year experience in managing and driving compliance portfolio and reports for listed entity. Critical is in depth hands on experience in BBBEE, particularly with Skills, management control and employment equity focus. Ideally, experience as Employment equity manager in medium to large enterprise
• Competent in engaging and managing executive stakeholders
• Demonstrated experience in report preparation, data management and writing for executive audience
• Demonstrated experience in leading teams and influencing across boundaries

Technical Competencies (List the key technical competencies)

• Learning
• Training
• Facilitation
• Stakeholder Management
• Project Management
• Skills Development

Behavioural Competencies (List the key behavioural competencies)

• Relationship Building
• Conflict Resolution
• Decision Making
• Critical Appraisal
• Holistic Thinking
• Persuading & Influence
• Coaching