OD & Learning And Development Manager at Guardrisk

Role Purpose    

• To design and facilitate most suitable organisational development interventions and solutions that is likely to increase the effectiveness of the business and enable employee engagement to empower the business to achieve its objectives in collaboration with other specialists. Provide leadership and guidance to Guardrisk stakeholders including senior leaders, Human Capital colleagues, and employees on learning interventions and solutions that will enable and sustain a high performing culture.

Requirements    

• Formal HR Qualification/IO Psychology Post Graduate Degree
• Honours Degree in Human Resources/IO Psychology with specialisation in OD
• Registered Industrial/Organisational Psychologist with the Health Professions Council of South Africa (HPCSA) - desirable
• At least 5 years’ experience within the Learning and OD areas of specialisation
• Demonstrated success in developing and deploying learning projects, interventions, programmes and solution, preferably in a corporate financial services environment
• Exposure to the Financial Services industry, exposure to Insurance environment is an advantage
• Knowledge and understanding of the FAIS Fit and Proper requirements
• Knowledge of Skills Development Act, BBBEE, EE, BCEA, LRA and other relevant legislation
• Knowledge of Organisational Design Best Practice and policies
• Knowledge of Change Management practices
• Knowledge of Organisational Psychology and Best Practices
• Knowledge of industry related trends (role and field of OD and Wellness)
• Knowledge of stakeholder management principles
• Knowledge of HR Value chain
• Knowledge of Talent Management practices
• Knowledge on content/curriculum, adapting generic content via redesign, optimising technology, development of exercises, simulations, gamification, and role-plays to fit different types of learners

Duties & Responsibilities    

• Design and develop learning curriculum/framework in line with talent management in Guardrisk
• Align learning initiatives to skills gaps identified at an individual and functional level
• Monitor the implementation of development plans and ensure skills targets are driven
• Design career paths for specific functions e.g. Portfolio Managers, Finance, Risk etc
• Design and provide guidance on digital learning solutions in line with learning and development strategy
• Develop and implement learning and development strategies that provide a holistic approach to learning and growth using the leadership philosophy, retention strategy, career management, talent management and succession planning.
• Partner with internal and external subject matter experts to support the HC Executive in the design, development and implementation of leadership development programmes
• Oversee the compliance to the requirements of the Skills Development Act, by ensuring that annual reporting and submissions meet time, cost and quality requirements
• Partner with the HC Executive on OD strategies and ensure implementation in Guardrisk
• Ensure alignment between OD interventions, business’ objectives in line with the Guardrisk People Strategy
• Collaborate with HC team to facilitate and deliver value adding OD programmes to address organizational development gaps e.g. talent management, succession planning, retention and career pathing
• Responsible to ensure that psychometric assessments used with Guardrisk are in line with the outcome to be achieved. This includes individual assessments for recruitment, development, talent management as well as team assessments
• Coach, advise and provide tools to leaders to successfully lead change in their environment
• Build and maintain effective business relationships with all key stakeholders by initiating and maintaining regular interactions
• Act as trusted coach and advisor to leaders and employees in the business on organisation development related issues
• Provide input into the Human Capital dashboard in terms of people practice related topics ensuring meaningful interpretation and integration of data across the Human Capital value chain via qualitative summaries
• Keep abreast of trends, legislation and best practices within the organisational development field to optimise service delivery
• Design a talent and retention strategy in terms of scarce and critical skills to build a sustainable pipeline of capability at all levels to ensure business objectives are optimally met
• Develop career pathing approaches and drive the implementation of career management with leaders and employees in order to identify, deploy, motivate and energise talent
• Implement career management interventions that focus on goal setting, career selection and job seeking to help individuals make career decisions
• Analyse market and competitor trends, and stay and exit interviews to advise business and HCBP on talent attraction and retention strategy for critical talent, particularly Actuarial
• Utilise talent management practices to identify and develop future key specialists and leaders and retain current talent
• Partner with the HC Executive to develop and implement an EVP solution / framework within Guardrisk
• Facilitate organizational change projects with management and employees to improve people processes, structures, measures and accountabilities
• Develop a change management approach based on business needs, a situational awareness of the details of the change and the stakeholders being impacted by the change
• Conduct readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner
• Develop a set of actionable and targeted change management plans - including stakeholder and communication plan, impact management plan, training plan and resistance management plan in line with Change Management methodologies
• Partner with HCBPs and Change champions to facilitate change management
• Create a positive work climate and culture to energise employees, give meaning to work, minimise work disruption and maximise employee productivity.
• Demonstrate exemplary leadership behaviour, through personal involvement, commitment and dedication in support of organisational values.
• Select and recruit suitably qualified talent in line with Employment Equity principles and Guardrisk values
• Drive a culture that guides and directs best practice, fostering an environment of continuous learning, improvement and cohesiveness.
• Enable a learning and growth culture whereby information regarding successes, issues, trends and ideas are actively shared between team members.
• Execute effective workforce planning practices to ensure that staffing requirements are accurately forecasted
• Identify employee growth and development needs and schedule interventions to enable ongoing development, training and personal growth.
• Effectively manage performance within the team in order to ensure business objectives are achieved
• Encourage innovation, change agility and collaboration within the team
• Support the building of the team’s capability in order to ensure that the team is equipped to strategically partner with business and provide leading solutions

Competencies    

• Business Acumen 
• Collaboration 
• Leads change and innovative 
• Client commitment