Job Vacancies at TFG (The Foschini Group)

Responsibilities

Operational lead from Talent Manager and People Shared Service Management

• Day-to-day operational management and leadership from Talent Manager and PSS Management, including on the job coaching and guidance, and prioritization of workload;
• Deliver according to workforce capacity plan from Service Management to meet business requirements within SLA;
• Activities to be planned, recorded and delivered within SLA, procedure and protocols; and compliance risks escalated
• Drive best practice with PS team around communication, change management ensuring forward planning and consistent measure of effectiveness in place

Responsible for planning, executing and evaluating Change Management within a project context

• Apply structured change management methodology & tool, approach change management with purpose and intent. Understand the proposed change the project aims to bring about and use the appropriate tools from a change management “tool box”.
• Formulate change management strategy and approach in order to evaluate how big the change is and who will be impacted, conduct a readiness assessment, change characteristics assessment, stakeholder analysis (including Key Stakeholder tracking) and develop a customized strategy and approach for each project.

Develop and execute change management plans based on strategy and approach, create customized set of change management plans to move people forward. Develop and execute on the following plans

• Overall Change Management Plan
• Communication plan
• Education and Training plan
• Plans to support Sponsor, Change Agents, and other leaders (where applicable)
• Resistance or Change Risk plan

Support other change management role-players and build coalition by coaching other key role-players in the change process on change approach and tactics (e.g. change agents) and but and maintain a coalition (where necessary) to drive out the change management plan.

Evaluate and measure change management effectiveness/success

• Propose and agree change management measures of success with associated tangible metrics
• Align change management measures of success to overall project measures
• Develop plan to measure and monitor success aligned to tangible metrics
• Provide feedback of change management metrics to relevant stakeholders

Responsible for the delivery of talent development activities, Employee Engagement, Performance and Capability

• Guided by annual calendar of Talent Development events to meet business deadlines within SLA standards, including readiness for key internal meetings
• Work with PSS System and Reporting team to ensure all leadership development, employee engagement, performance and capability data is tracked and available for all reporting requirements
• Ensure that employee engagement initiatives are effectively managed, including voice of employee surveys and data; and employee ideation programmes
• Manage employee internal communication requests and projects, ensuring effective and collaborative briefing (with requestor); communication preparation; signed off by the right stakeholders and scheduled per agreed operating procedure
• Partner with digital content centre to optimise best use of digital e-solutions for internal communication; and partner with Marketing to ensure similar VOC / VOE communication footprint across TFG
• Build relationships (internal; third parties; etc)
• Brief tasks to be delivered by Transactional Services within agreed lead times, agree delivery and ensure timeous and quality completion
• Execute operational activities for / through relevant third parties (e.g. Inquba)
• Partner to deliver end-to-end digital / e-solutions (e.g. digital content centre)
• Escalate third party delivery issues to relevant relationship holder (i.e. SPA Talent/ OE)
• Attend regular operational meetings with third parties (e.g. PLP)
• Ensure timeous payments to third parties are processed (e.g. external facilitators)
• Brief work to external suppliers within agreed lead times and ensure timeous and quality delivery

Identify and manage potential risk

• Ensure all activities are consistently conducted in a way that meets compliance measures and stands up to internal and external reviews and audits (Eg Communication audit)
• nsure all significant legislative risks / compliance issues are escalated to relevant internal owners (i.e. Talent Manager to communicate with SPA Talent)

Continuous Improvement

• Identify opportunities for improvement in Talent Development processes and communicate these to Talent Manager for consideration

Problem Management / Escalation Management

• Communicate all significant risks to delivery to the Talent Manager
• Escalate any deviation to policy to Talent Manager to raise with SPA Talent for decision
• Operational lead from Talent Manager and People Shared Service Management
• Day-to-day operational management and leadership from Talent Manager and PSS Management, including on the job coaching and guidance, and prioritization of workload;
• Deliver according to workforce capacity plan from Service Management to meet talent development business requirements within SLA;
• Talent development activities to be planned, recorded and delivered within SLA, procedure and protocols; and compliance risks escalated

Requirements

• Degree or equivalent professional qualification
• Accredited on Change Management methodology (e.g. Prosci) Essential
• 6 – 8 years working experience within HR or Change Management
• 2 to 3 years experience working in a Project Delivery Context
• Working understanding of Talent Development and / or HR generalist activities

Competencies and behaviour for success

• Experience working with leaders at all levels in an organization
• Experience in project planning
• Facilitation Experience
• Customer service / passionate about user employee experience
• Excellent interpersonal and communication skills
• A ‘can do’ attitude with high service delivery
• Continuous improvement performance mindset
• Understanding of related policies and legislation and TFG business context
• Resilient in the face of obstacles
• Ability to work in fast paced environments and manage multiple projects
• Ability to analyse and interpret data
• Ability to lead change
• Ability to prioritise
• Sound judgement and decision making
• TFG Brand Ambassador

go to method of application »

Key performance areas will be:

• Provide scheduling and forecasting solution that is aligned to business strategies and budgets
• Develop data-driven, high quality store scheduling forecasts and plans at multiple levels / store size & brand variation
• Applies business, statistical and predictive modelling expertise to identify underlying trends
• Collects and maintains data associated with store trade for both long and short term periods to continuously develop model and identify patterns
• Works directly with business to determine future business plans and changes which will impact staffing model and prepare for the change appropriately
• Complete analysis and provide insight into business solutions and proposed innovative ideas

Data Analysis (Workforce & Store Operations)

• Identify the characteristics that affect staffing and scheduling (Store size, brand format, trading patterns)
• Analyse the current factors affecting overstaffing & understaffing
• Identify the entities affected by WFM
• Identify the business factors that have an impact on scheduling patterns
• Sources all data structures for workforce planning

Calculate Staffing requirements

• Identify the staffing options for the different store formats and highlight the advantages and challenges associated with each
• Identify the WFM requirements per environment
• Outline the steps of calculating staff needs
• Identify the components of staff workload
• Define the store operations / customer service impact when staff is added or reduced
• Define and Calculate the occupancy and productivity measures

Create Workforce Schedules

• Identify the factors and perspectives that needs to be considered in scheduling for the group and brand format
• Classify the most likely conflicts in the scheduling process
• Identify the benefits / drawbacks of employment category variations
• Highlight legislative / labour environment challenges
• Identify methods and processes for managing shifts / time-off and unexpected “what-if” scenarios

Reporting & Trend Analysis (Feedback & Communication)

• Develop real-time reporting
• Track group and stores performance
• Develop dashboards to communicate key workforce metrics
• Develop presentation material to communicate & educate key WFM concepts
• Develop workforce schedule monitoring tools and methods
• Propose recommendations to internal management team for staffing needs and alternatives

Requirements:

• Degree in business, BSC, stats or IT (Mathematics) or 3 years relevant experience
• Experience with WFM software (preferable)
• 2-3 years Data analysis / Data Mining experience
• In depth understanding of basic conditions of employment
• Computer literate with advanced knowledge of excel
• Minimum 3 years proven experience in scheduling and forecasting preferably within retail environment (highly preferable)HR
• Ability to persuade and influence stakeholders
• Team Management & Leadership Skills
• Clear and Concise Communication skills, both verbal and written
• Functional / Technical Skills: must have strong quantitative, analytical and technical aptitude
• Must possess the ability to work under pressure, meet deadlines and be accountable for performance and able to adapt to a fast-paced and change-oriented environment including complex projects
• Problem solving : must demonstrate the ability to proactively find and define problems, understand the business impact and identify the relevant solutions and provide recommendations for action and implementation
• Positive, proactive and highly motivated
• Must be willing to take initiative for learning and increasing knowledge and skills in a self-directed manner to improve performance and add value
• Aptitude to learn with high attention to detail
• High numeracy & interest in numbers & data
• Retail operational insights advantageous