Head of HR and Organisational Development

Head of HR and Organisational Development

Listing reference: jse_000463 Listing status: Online Apply by: 25 March 2024

Position summary

Job category: Human Resources and Recruitment Contract: Permanent Remuneration: Market Related EE position: Yes

Introduction

The purpose of the role is to drive the HR strategy and lead all the initiatives in strategic partnership with the business, supporting the JSE Divisions to achieve their strategic objectives aligned to the corporate scorecard, and provide sound HR advice to the leadership teams to enable them to make the right decisions. Human Resources Management

• Contribute to the development of the HR business plan to ensure delivery of focus areas for the year in support of HR strategy.
• Assist in the development of HR initiatives, aligned to business requirements & HR strategy, ensure buy-in, and implement the initiatives through communication, problem solving and monitoring compliance.
• Provide relevant HR initiative feedback from business areas to CoEs to ensure understanding of business needs and plans / projects that may impact on other areas.
• Analyse Business’ HR requests to ensure clarity and alignment to agreed upon HR deliverables.
• Participate and support HR projects by delivering on project plans and actions.
• Drive Employee engagement and Employee experience programmes.
• Lead employee development & capacity building initiatives at Group in partnership with the L&D team.
• Identify potential areas of concern in business areas, and conduct root cause analysis to take appropriate corrective action.
• Manage the Recruitment process for vacancies in own areas, attend interviews and participate in selection decisions. Ensure onboarding checklist is complied to by managers. Execute steps on HR BP on boarding checklist and hold managers accountable. Inform new employees on benefits. Analyse exit interviews, take necessary action and provide feedback to affected stakeholders.
• Develop and share relevant HR dashboards with business for monitoring & feedback purposes.

Organisational Development

• Conduct organizational needs analysis and lead the development of appropriate innovative initiatives to meet the future needs of the JSE aligned to company strategy. Apply relevant organisational diagnostic, analytical and project management tools. Investigate results were required to obtain a full understanding by conducting research, focus groups etc.
• Provide competitive advantage by improving organizational effectiveness through designing and applying organizational development, culture transformation and consulting strategies /techniques
• Drive JSE group culture and values initiatives. Give expert culture and project planning input by identifying, analysing, and preparing risk mitigation tactics. Measure organisational culture by administrating surveys and analysing results.

People Management

• Set performance objectives for team by cascading of the organisation’s initiatives into individual performance contracts.
• Ensure robustness of performance review process by conducting quality reviews on performance agreements and development plans for business areas. Ensure that all employees have signed performance agreements.
• Monitor and measures performance by conducting employee appraisals.
• Identify areas of development and draw up action plans to address poor performance.
• Ensure ongoing training and development of employees.
• Act as a coach for senior leaders and executives in fulfilling their role of change sponsor. Provide direct support and coaching to front-line managers and supervisors as they help their direct reports through transitions
• Provide guidance and advise to line Managers on people matters relating to the HR value chain (employee performance management, overtime, leave, industrial relations etc.) to ensure adherence and fair application of policies, processes and minimise risks. Address employee relations matters fairly and promptly.
• Oversee change agent network.

Stakeholder Engagement

• Develop, implement, and monitor a stakeholder management system.
• Manage relationships in accordance with policies and procedures and legal requirements. Work collaboratively with stakeholders by establishing and maintaining effective working relationships.
• Ensure that client needs are understood and met and build a network of thought leaders by diagnosing, researching, and validating the clients' needs.
• Build sustainable, strategic, and influential relationships through coaching, support, and education of clients.
• Represent JSE in meetings with stakeholders.
• Solve problems creatively whilst demonstrating a high level of integrity in line with JSE core values.
• Provide advice and guidance to management on internal stakeholder related matters.
• Contribute to the budget preparation process. Ensure divisional budget monitoring in line with JSE financial guidelines.
• Ensure the effective, efficient, economical, and transparent use of financial and other resources.
• Monitor expenditure against budget and ensures spending occurs within budgetary limits.
• Explore opportunities to reduce costs.

Governance

• Define and set the change management governance standards by driving and collaborating with programme management office to ensure change management aspects form part of the project delivery framework, methodology and governance - to define change management governance requirements, incorporate these into the overall programme management office governance
• Analyse relevant incidents, risks and problems in business areas and decide and advice on best approach for business area to address issues, guided by legislative and policy boundaries. Meet risks and standards related to by identifying, analysing, and preparing risk mitigation tactics - with programme management office and Structures, and through BAU enterprise risk management process and risk register.
• Develop and maintain a quality assurance and improvement program that covers all aspects of the policy and risk activity.
• Monitor the implementation of the related policies within the division. Apply HR policies and practices across the HR Value Chain to meet risk and HR professional standards. Analyse, interpret and provide statistical information, monitor checklists, and engage with stakeholders to assess and ensure stakeholders compliance with HR policies and procedures.
• Ensure that all action plans are in place to address internal and external audit findings and monitor progress against these plans.
• Degree in B Com Degree HR Management/ Industrial Psychology/ Social Sciences or equivalent.
• A post graduate degree in HR Management/ Industrial Psychology/ Social Sciences will be advantageous.
• 5 – 10 years HR generalist experience
• OD experience
• Employee relations experience

Knowledge and Skills required

• Sound working knowledge of multiple and strategic human resource disciplines, including: Compensation practices, Organisational Development, Employee Relations, Diversity, Performance Management, Talent Management, Change Management, HR Legislation, policies, and procedures and Employment Legislation that drive and support the overall organisation’s goal and objectives.

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