Latest Jobs at Rand Mutual - RMA

Description

The Learning Design and Development Specialist will be responsible for designing, developing and maintaining functional e-learning programmes and assessments for all Business Units. You will also be responsible for the end-to-end management and involvement in projects by ensuring that all project deliverables are met in line with L&D processes.

WHAT WILL YOU DO?

Design and Development of Learning Material (storyboards):

• Design learning material by applying innovative techniques and best practices for effective delivery of content
• Design and maintain functional and technical learning programme content and assessments online
• Design e-learning material (storyboards)
• Design infographics, graphics, presentations and other

Development of Learning Material (products, systems, soft skills, compliance and technical):

• Develop e- Learning material to meet the defined and intended outcome of the training and suggest further action (i.e. observations)
• Interact with content stakeholders to ensure quality, timely and cost-effective content by obtaining their input
• Align learning material to meet best practices for adult learning
• Develop and maintain functional and technical learning programme content and assessments online
• Develop programme content in line with quality standards for quality implementation purposes
• Upload and test signed-off learning material on the LMS

Design and Development of Formative and Summative Assessments and Pre-Assessments:

• Ensure learner understanding of material/subject matter by designing and developing assessment tools (pre and post) to assess strengths and developmental areas
• Advise leadership on development issues based on the outcome of the assessments and provide reports to business on development gaps and completion rates
• Ensure that assessments meet the agreed quality standards

Project Management:

• Initiate requested project by arranging and conducting kick-off meetings with relevant stakeholders
• Conduct needs assessments on training needs as required/identified by business by asking relevant questions, why, how, what etc.)
• Consult with business areas to agree on reasonable and achievable deadlines
• Facilitate joint analysis and design sessions, conduct business interviews and other information gathering techniques in order to determine learning material requirements
• Develop and present a learning proposal and plan based on the needs assessment and make sound recommendations/provide effective and quality solutions to meet the identified need

Monthly reporting to L&D Manager and Exco, weekly one on one reports to manager (template) to manage projects:

• Compile monthly reports for submission to the Learning and Development Manager on the overall status of the project and its deliverables
• Attend and participate in team meetings and ad hoc meetings

Requirements

WHAT YOU'LL BRING TO THE TABLE?

• NQF Level 7: degree in Information Technology/ Human Resources Development or Industrial/Organisational Psychology
• ODETDP is a must specifically with design and development modules
• 3 - 5 years in Learning and Development
• 5 - 7 years’ experience in design (story boarding) and development of e-Learning course material
• Multi-media experience – videos, graphic designing
• Corporate experience (adult education)
• Computer literacy Intermediate (MS Word, Excel, PowerPoint)
• Knowledge of NQF and SAQA requirements
• Project management
• Knowledge of design principles
• Ability to clearly articulate and translate designed material into learning material

go to method of application »

The Job at a Glance

• Reporting to the Head of Organisational Effectiveness the incumbent will provide strategic and tactical OD consulting and management support in areas pertaining to, competency framework maintenance, assessment strategy and execution, team effectiveness, organisational wellbeing, leadership development, culture interventions, and  career pathing with development. 

What Will You Do?

Knowledge and Skills

• Highly-regarded subject matter expert with the demonstrated ability to interact effectively with Senior and Executives and influence their decision making.
• Extensive experience and knowledge of best practice Assessments, Culture.
• Cross functional collaboration
• Sound business acumen
• Knowledge of HPCSA regulations in so far as it pertains to psychometric assessments
• Knowledge of ethics & principles underlying the use and interpretation of psychometrics
• Knowledge of Organisational Development theories and principles
• Keeping up to date with CPD points
• Working knowledge of relevant employee legislation (e.g. EE)
• Exceptional interpersonal and leadership skills
• Tact and discretion when dealing with people and confidential information.

Key Performance Areas

• Responsible for analysing, diagnosing, designing, developing, project managing and delivering organisation development initiatives, interventions, and services.
• Execution of the holistic wellbeing strategy
• Development and management of an assessment centre for RMA
• Leadership development Interventions

Experience with Key Performance Areas

• Development of talent and OD related policies and procedures
• Design, implement and maintain the competency model as framework
• Execute organization development processes
• Continuous Research and benchmarking of processes
• Development planning and career guidance
• Manage Coaching and Mentorship Programmes
• Career pathing implementation and administration
• Manage external facilitators and consultants
• Business need identification and HR solution alignment to improve business, team and individual performance.

Requirements

What You'll Bring to the Table?

Minimum Qualification and Experience:

• Relevant B degree or NQF 6 equivalent qualification
• Honours in Industrial Psychology
• Registration at the HPCSA as a Psychometrist
• Masters Degree in Industrial Psychology is a necessity
• Registration with HPCSA as an Industrial Psychologist
• 8 or more years’ experience in Organizational Development is necessary
• Experience with various OD tools
• Advanced facilitation experience

go to method of application »

The Job at a Glance

Reporting into the Head of Organisational Effectiveness, the Organisational Development Manager will be responsible for developing, enhancing and driving the human capital value chain strategies i.e. Talent Acquisition, Onboarding, Talent and Succession, Performance Management, Offboarding.

What Will You Do?

Knowledge and Skills

• Extensive experience and knowledge of best practice Talent Acquisition, Talent Succession, Talent Management, Performance Management and Onboarding and Offboarding.
• Cross functional collaboration
• Sound business acumen
• Ability to influence professionals of Senior Management and Executive level
• Exceptional interpersonal and leadership skills

Experience with Key Performance Areas

Talent Management

• Enhance and execute the Talent Management Strategy and Framework
• Facilitate Exco Talent Review sessions
• Run the Annual Talent Review process to identify top talent and ensure career conversations and stay interviews are part of the culture. 
• Manage the Talent and Succession Pools tracking development and retention of the Top 50
• Improve succession cover ratios for internal and external successors.
• Track and enhance career development of key talent in line with 70/20/10 learning strategies e.g., implement job shadowing, rotations, job swaps etc.

Onboarding

• Own the end-to-end 90 Day onboarding journey and conduct onboarding and career transition surveys to ensure execution by Human Capital Business Partners and Line Managers.

Performance Management

• Define and implement High Performance culture initiatives.
• Enhance and execute the Performance Management Strategy and Framework.
• Run the goal setting (score-carding) mid-year and Annual Performance Management process.
• In collaboration with the Reporting and Analytics team, run the annual leadership 360.
• Encourage ongoing and in the moment performance management.

Talent Attraction (Employer Marketing)

• Benchmark recruitment and sourcing strategies (buy, build, borrow etc.) and align in order to meet talent demands for talent segments (scarce/critical/on-demand skills) now and in the future.
• Develop, implement and maintain the employer marketing strategy, practices and processes. Responsible for building and growing the Organisation’s Employer Brand both internally and externally in collaboration with the Employee Engagement and Comms team.
• Develop and implement a strategy for building the organisation as an employer of choice and highlighting our EVP. Evaluate the employer brand position on an ongoing basis.

Offboarding

• Improve offboarding journey and ensure exit interviews surveys to ensure execution by Human Capital Business Partners and Line Managers.
• Develop, implement, and enhance the talent acquisition strategy, practices and processes
• Manage Employment Equity recruitment to align with Employment Equity targets.
• Manage the process of building an external talent pool for critical roles, succession and scarce skills.
• Governance, recruitment risk management and SLA Management as well as resolve

Requirements

What You'll Bring to the Table

• NQF Level 7: Bachelor’s Degree in Human Resources or related field, preference for post graduate degree.
• Minimum Experience :8 – 10 years in Talent Management, Performance Management, Talent Acquisition, Organisational Development

go to method of application »

The Job at a Glance

• The Leadership Development Specialist will be responsible for designing, developing and building leadership capability across the organisation. 

WHAT WILL YOU DO?

Development of learning material (products, systems, soft skills, compliance and technical):

• Develop Learning material to meet the defined and intended leadership capability outcome.
• Interact with content stakeholders to ensure quality, timely and cost-effective content by obtaining their input
• Align learning material to meet best practices for adult learning
• Develop and maintain functional and technical learning programme content and assessments online
• Develop programme content in line with quality standards for quality implementation purposes
• Upload and test signed-off learning material on the Learning Management System

Requirements

WHAT YOU'LL BRING TO THE TABLE?

• NQF Level 7: degree in Information Technology/ Human Resources Development or Industrial/Organisational Psychology
• ODETDP is a must specifically with design and development modules
• 3 - 5 years in Learning and Development
• 5 - 7 years’ experience in design (story boarding) and development of e-Learning course material
• Multi-media experience – videos, graphic designing
• Corporate experience (adult education)
• Computer literacy Intermediate (MS Word, Excel, PowerPoint)
• Knowledge of NQF and SAQA requirements
• Project management
• Knowledge of design principles
• Ability to clearly articulate and translate designed material into learning material
• Knowledge of assessment principles
• Sound experience in designing and developing e-learning using authoring tools like Captivate, Articulate 360 and Adobe creative cloud
• Sound knowledge of Learning Management Systems
• Must be able to apply innovative methods and techniques to increase user engagement with digital learning platforms
• Ability to consult effectively with business stakeholders around training needs

go to method of application »

THE JOB AT A GLANCE

• Reporting to the Head of Legal Operations, the incumbent will manage and attend to all third party (RAF) and non-RAF recoveries. The incumbent will contribute to the company's goals of recovering third party claims following losses suffered by RMA and in doing so influence the reduction of claims costs.  

WHAT WILL YOU DO?

Management of the Third-Party Recoveries Portfolio

• Assess the merits of accident and make determination whether the matter is a third-party claim or not.
• If the merits confirm that it is a third-party claim, refer the matter to attorneys for recovery.
• Liaising with attorneys and issue instruction with regards to recoveries of third party claims.
• Issuing letters of demand relating to non- RAF claims recoveries.

Assist Attorneys with Court Proceedings

• Consider settlement offers and issue instruction to attorneys on whether to accept or reject proposed offers.
• Facilitate attendance in court by RMA attorneys with regards to litigation matters.
• Provide effective support to RMA attorneys responsible for third party recoveries. 

Reporting and Status Updates

• Ensure accurate maintenance and updating of status reports on third parties’ recoveries.
• Ensure regular communication with attorneys.

Requirements

WHAT YOU'LL BRING TO THE TABLE?

• Legal Degree or Paralegal Diploma
• 5 to 7 years’ experience working in a legal environment
• 2 years’ experience related to RAF recoveries
• Functional knowledge of COIDA
• Good working knowledge of RAF claims recoveries will be an added advantage