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Since our establishment in 1918, Sanlam has been a prominent part of the South African business landscape. We have always held a long-term view of how business adapts to the demands of the environment in which it operates. Today, in a dynamic world, we see an evolving set of social, economic, political and environmental imperatives that require our skilfu...
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What will make you successful in this role?
Supports leadership team on people issues
- Aligns business requirements and effective HC practices to deliver people solutions.
- Influences leadership around people agenda and issues
- Analyse HC data and interpret ito trends and suggestions for decision making
Owns talent management for the business area
- Builds leadership competence through coaching and guides line management around people processes
- Implements talent management framework (including succession management)
- Identifies the immediate and long-term talent issues that impact the area and put appropriate plans in place to address
- Ensures the retention of high performing and high potential employees through the proper management of learning and development opportunities, mentoring, coaching and reward
Manages Talent Acquisition
- Supports the business with the recruitment and placement of talent.
- Identify critical and scarce skills for business unit and agree strategies with all relevant COE’s (e.g. Talent acquisition, L&D & Total Rewards) to ensure appropriate pipelines over short and longer term
Helps to shape the culture
- Ensures that values and leadership standards are communicated and understood at all levels in business area
- Helps the business area to establish and maintain high levels of employee engagement through people solutions
Delivers Key HR initiatives as the key interface
- Identifies projects and HR initiatives in line with business area needs
- Partner with key stakeholders within business area to ensure that all HC projects are appropriately communicated
- Co-ordinates project integration initiatives into annual plan
Improves the overall people effectiveness of the business area
- Provides high level people management advice, guidance, support
- Advises and educate on HC policies and procedures
- Implements all people processes and practices and ensure that they are legally compliant and fairly applied
- Acts as first line of contact for any employee relations issues ensuring all risks are managed within the framework of best practice and all relevant legislation
- Supports, develops and coaches line managers to manage employee relations issues
Facilitates reward processes
- Supports the annual salary review process
- Works with the line managers to distribute salary budget aligned with talent strategy and fair remuneration practices
Manages learning and development implementation
- Helps implement, develop and facilitate a learning environment
- Identifies learning and development needs and contracts with CoE to design and deliver
- Support and manages the delivery of learning and development solutions and programs from the CoE
Driving the transformation agenda
- Support business in developing their EE plan (including numerical targets and AA actions)
- Facilitate the alignment of business strategy and EE plan
- Ensure execution of all initiatives in line with the BU EE Plan
- Provide mentoring and coaching support to the current HC team to enable learning and growth.
Qualification and Experience
- Degree or Diploma with 8 to 10 years related experience or qualified by extensive experience.
Knowledge and Skills
- Strategic Planning
- Drives transformation and change organisational design and development
- Risk and Governance Management
- Leading others and resource management