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Mission/ Core purpose of the Job

• Manco Business Talent Partnering represents a specialized business competence vertical within the Manco HR Services Function in MTN Group HR. The Group Commercial Business Talent Partner sub-function is one of the five business talent verticals. The OD and Performance Partner – Group Commercial is responsible for the customization, delivery and continuous improvement of Organisation Development (OD) and Performance solutions to meet corporate strategic plans for the business units. The specific Business Units serviced are: a. Consumer b. Enterprise Business Unit c. Global Connect d. IGNITE e. Strategy The OD and Performance Partner will deliver within the following broad work areas • Organization Design • Workforce Planning • Performance Management The OD and Performance Partner– Group Commercial reports to the Senior Manager: Manco Business Talent Partner responsible for respective Manco Business Units.

Key Performance Areas: Core, essential responsibilities / outputs of the position (KPA's)
Key Deliverables
The OD and Performance Partner – Group Commercial will be accountable to achieve the following objectives:
Governance

• Strategic Meetings
• Provide input in strategic meetings when required
• Provide inputs into the enterprise wide transformation initiatives when required
• Provide inputs into the risk mitigation and controls
• Perform evaluation baseline of Service Level Agreements (SLAs) and key performance indicators (KPIs)
• Provide input into the preparation of proposal on change initiatives SLA, policies and procedures

Escalations

• Escalate issues that will result in severe time, scope, productivity, and cost or resource impact
• Provide solutions to escalations that have multiple processes / functions impact on critical path of service delivery

Function Tactical

• Provide input into all projects initiated (internal or global)
• Identify and document key risks, issues and dependencies and set mitigation actions
• Prepare documentation required for sign-off / making decisions regarding tactical changes

Performance

• Ensure execution in alignment with divisional strategy
• Provide input into SLA approval and exception performance review

Reporting

• Report on a periodic basis to reporting manager relating to progress made within the sub-function and in accordance with the measurement metrics set by the organisation
• Report on an ad hoc basis on specific projects as and when necessary

Operational Delivery
Organization Design

• Evaluate and generate business-specific insights to advise Group Commercial functions on organization design solutions and practices that are result oriented
• Assist in localizing and implementing the functional organizational architecture operating model, strategy, objectives and budgets for Manco, in conjunction with HR Services team
• Maintain and update the organization structure, headcount sizing, job profiling and transition plans – in line with the operating model, strategy, objectives and budgets for Group Commercial functions
• Provide inputs for the development of Functional Competency framework for the Group Commercial functions, in conjunction with global Organization Architecture team
• Analyse and prepare headcount and FTE sizing proposal for Group Commercial functions (aligned with the budgets)
• Develop job profiles relevant to the positions in the Group Commercial functions, along with the functional leaders, in line with the OD and Rewards Policies. Ensure appropriate protocols and approvals are obtained prior to rollout.
• Timely communication of new/revised job profiles to HR Operations Team for operational implementation
• Responsible to ensure job/position evaluation for Group Commercial functions
• Develop the workforce transition strategy and plan along with the Group Commercial leaders. Socialize and monitor progress of fully approved transition plans which are delivered by HR Operations teams
• Periodically review, analyse and report on OD and People data for the Group Commercial functions to ensure compliance to the Global Data and OD standards and policies.
• Prepare, present and report on key organization design metrics such as span of control, organization layers, headcount and critical position vacancies for the Manco Business Units, in line with the practices defined by the Global Organization Architecture Team
• Workforce Planning and Analytics
• Assist in the development, monitoring and reporting of Functional HR budgets relating to headcount and cost for the Business Unit.
• Assist in the development and presentation of strategic and operational workforce plans for the Business Unit, in line with the methodology and framework defined by the Global Organization Strategy and Performance vertical

Job Requirements (Education, Experience and Competencies)
Education:
– Minimum of 3 year tertiary degree / diploma (Human Resource/ Behavioural Sciences/ Business Studies / Management and/or Equivalent)
– Relevant certification / accreditation / membership with professional bodies in the area of organization design, business performance & productivity etc. (advantageous)
Experience:
– Minimum of 5 years’ experience in working in the HR domain in telecommunication environment with specific focus on OD, performance management and workforce planning
– Demonstrated experience partnering with clients on solving business/operational issues through the application of progressive people systems (Human Resources) practices.
– Project management experience
– Worked across diverse cultures and geographies
– Experience working in a medium to large organization
Competencies:
Functional Knowledge
– Business/ Financial Acumen
– Telecom Operating Model, Business and Market knowledge
– Knowledge of HR polices and processes
– Workforce Planning and Analytics
– Organization

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Mission/ Core purpose of the Job

• To lead the Human Resource management portfolio, operating at the intersection between business and culture, consulting to the Group FinCo’s executives on building a high-performance culture. To solve strategic business dilemmas through culture and values-based leadership. To oversee the Group’s Human Resources teams looking after all aspects of the employee experience and employee value chain, including the capabilities of talent attraction and development, leadership development, diversity and inclusion, people governance and industrial relations, strategic employee wellbeing, and rewards. In summary the GM: Human Resources will be responsible to oversee the following portfolios:

HR Operations

• Organization Strategy & Performance Management
• Employee Experience, Engagement & Internal Comms
• Talent Development & Learning
• Rewards & Recognition
• To enable the Group’s business strategy and execute on the organisational capabilities required for the future, enabled by a digital system implementation. To deliver a unique employee experience to those who work for the Group

Key Performance Areas: Core, essential responsibilities / outputs of the position (KPA's) (1/3)
Key Deliverables

The General Manager: Human Resources will be accountable to achieve the following objectives:

Strategy Development, Formulation, and Implementation

• Develop HR strategy aligned with Group FinCo strategy and MTN Group HR strategy
• Manage the development and implementation of a HR strategy for FinCo to enable substantial and continuous improvement in the ability to satisfy customer demands and the organisation’s added value as well as provide input to Opco FinCo.
• Oversee strategy compliance regarding talent, culture change, leadership & competency development, succession planning, organisation design and change management for Group FinCo and input into Opco FinCo

Operational Delivery

(A) Functional Leadership

As the functional leader of the HR vertical, the General Manager is accountable to:

• Establish, monitor and align the direction, strategy and results of the HR vertical collectively and as individual work areas
• Lead and drive an integrated solution development and problem-solving philosophy within the function
• Monitor true-value metrics to measure the impact and benefit of the function to DigiFin. Drive continuous improvement across the function

(B) Delivery Leadership

As the delivery leader of the HR vertical, the General Manager is accountable for the following work area outcomes

• Lead, control and establish governance to manage the consolidated Group DigiFin HR strategy, budgets and financials
• Oversee HR team to manage competence & performance, management strategy, benefit strategy, training development, industrial relations, health and safety, discrimination & compliance, and policy procedure
• Manage the development, implementation and continuous improvement of world class HR policies, practices and procedures that allows the business to recruit, develop and retain the best to create competitive advantage in the marketplace in the most cost-effective manner
• Manage HR key performance indicators and regular customer satisfaction audits, to ensure the effectiveness of each HR process can be measured and appropriate action taken
• Oversee the implementation of world class learning, policies, practices and procedures, utilising e, to ensure the business has the right capabilities, at the right time at the right cost
• Oversee remuneration policies, practices, and procedures, and ensure the business can recruit and retain individuals who deliver outstanding added value to the business
• Oversee the direction, strategy, and results of the Organization Strategy and Performance Vertical, driving an integrated global solution development and problem-solving philosophy
• Oversee and promote the respective global rewards governance across Group and Opco
• Oversee and ensure implementation and adherence to MTN Group’s Diversity & Inclusion philosophy, initiatives and programs
• Cascade and align the HR strategy, budget, analytics and reporting framework and plan with Opcos
• Custodian of the Operating Model and Organization Structures for Group DigiFin and Opcos
• Ensure adoption and implementation (with customization where required for Fintech) of MTN’s global performance management framework, principles, policy and process to ensure it is aligned to the organization’s strategic vision and priorities
• Review and Oversee the Performance Management cycle, bonus and STI process, variable pay and salary increments for Group DigiFin and Finco Opcos
• Oversee talent management strategies and initiatives for Critical/Top Talent Pool including sourcing, succession, development, growth and retention
• Sponsor and champion the continuous innovation, experimentation and rollout of emerging employment and workforce models to enable MTN to leverage opportunities in the digital labor market
• Oversee & lead the development and deployment of Agile Global Learning Model, Framework and Policies

Education

• Minimum of 4 year tertiary degree (Bachelor’s Degree in a Commerce, Science, HR or relevant field
• MBA or Masters (advantageous)

Experience

• Minimum of 10-12 years post qualification experience plus at least 4 years in Fintech / Banking of Financial Services experience
• Proven experience in leading Human Resource functions
• Senior management track record of 5 years or more; with at least 3 years in relevant sector/ industry as per relevant role
• Understanding emerging markets advantageous
• Worked across diverse cultures and geographies
• Pan Africa multi-cultural experience is advantageous

Competencies
Functional Knowledge:

• In depth knowledge of different HR strategies and policies
• In depth knowledge of talent management strategies
• Knowledge of international labour relations law
• HR Strategy development & integration
• People analytics and modelling
• Workforce insights
• HR performance reporting
• Performance Management
• KPI design and measurements
• Operating model & architecture design
• Agile learning framework & model development
• Agile Operating Models
• Leadership development
• Career Management
• Succession Management
• Employee Experience
• Digital HR transformation
• Rewards & Recognition

Skills

• Strategic thinking
• Commercial
• Analytical
• Financial
• Planning & organisation
• Presentation/persuasion/influencing
• Communication/listening
• Cultural awareness
• Change management

Behavioural Qualities

• Strategic & business awareness
• Building, motivating & leading people
• Customer focus
• Drive for results
• Change orientation & drive capability
• Integrity & trust
• Approachable
• Empathy
• Tenacious
• Team-worker
• Flexible
• Calm under pressure