Head: Talent, Development Rewards & Shared Services at Telesure Investment Holdings (TIH)

Job Purpose

• Provide strategic direction on talent, learning, leadership development and rewards across the TIH group. Work closely with key business leaders and the TIH People leadership team to develop and drive organization effectiveness and the talent development strategy.

 

Responsibilities

Functional Strategy Formation

• Provide thought leadership to develop world class talent, leadership, learning and culture enabling the business needs and broader People Strategy.

Internal Client Relationship Management

• Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.

Organizational Design

• Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.

Organization Structure

• Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization's mission and business objectives.

Transformational Change Management

• Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.

Information and Business Advice

• Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, game making expertise and overall organization capability.

Compensation and Benefits Program Design

• Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.

Learning and Development Program Design

• Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.

Talent Development

• Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.

Policy Development & Implementation

• Develop a comprehensive policy framework for a significant area of the business, and oversee it's implementation.

Stakeholder Engagement

• Establish deep, trustful and influential relationships with senior leaders and C - suite leaders to help drive the transformation of the business and the HR function.

Budgeting

• Take overall responsibility for setting and approving budgets that achieve organizational strategy.

HR Data Analytics and Insights

• Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.

Leadership and Direction

• Communicate the talent development and L&D strategy and its relationship to the organization's mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization's business goals.

Organizational Capability Building

• Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal methods.

Performance Management

• Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.

HR Frameworks and Tools

• Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.

HR Data Management and Performance Improvement

• Specify and lead the implementation of data requirements for the HR function to meet the organisation's management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery
• solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.

Change Management

• Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Requirements

• Qualifications: School Grade 12 NQF L4 - School/College/Training Certificates Master's Degree Bachelor's Degree Skills: MS Office
• Experience: Talent Management - 4 years (Essential) Performance Management - 3 years (Essential) Remuneration & Benefits - 3 years (Essential) Managerial Experience - 6 years (Essential)
• *SAQA Accredited Equivalent* - It is the onus of the applicant to provide TIH and its subsidiaries with certified evidence that their qualification(s) meet the equivalent NQF level required for this role at time of application.
• Financial Sector Conduct Authority (FSCA)** competency requirements: FAIS recognized qualifications / Regulatory Examinations / Class of Business Certification and / or CPD according to
• your DOFA (where applicable) - As a registered Financial Service Provider, we are mandated to ensure that all our representatives are always and remain fit and proper at all times. By applying for this role, you consent to having your relevant qualification and or accreditation or confirm that you are working towards meeting the competency requirements. You further consent to the relevant information being verified.