Head Of Learning & Organization Development | Sandton
Job details
Our client is looking for an individual to take on the role of the Head of Learning and OD, in which this successful individual's duty is to advise on and integrate learning and organisational development best practices into business strategy and the HR value chain, in line with the business needs at a strategic and tactical level.
Job Responsibilities:
Act as a custodian of the company's culture through living and encouraging the team to live the company's values. Encourage staff participation in culture surveys and ensure action plans are designed addressing identified gaps in line with the company's culture and values. Ensure transformational targets are met. Contribute to the company's vision of transforming the nation.
Ensure continued performance improvement through reviewing of work processes and practices and addressing any identified gaps. Manage team capacity by creating a multi-skilled team and by ensuring that service levels are maintained.
Act as a strategic partner to line management. Build trust, credibility and obtain buy-in from stakeholders. Ensure appropriate vendor selection. Foster healthy trusting relationships. Ensure vendors understand the company business strategy and enable appropriate service delivery. Deliver business solutions that are relevant and current. Assist in the provision of a holistic People Management service to the business. Meet business needs and partner with relevant stakeholders.
Deliver on agreed Strategic and Operational L and OD projects and manage their implementation. Coach and mentor relevant stakeholders and co-create a positive work environment aligned to the company's vision and values. Ensure service delivery to the business by tracking and monitoring progress of the team. Build credibility of the team by addressing escalated matters without disempowering the team. Empower team to deliver on assigned tasks and assist in overcoming work obstacles. Devise solutions and manage risks.
Ensure regulatory tracking, executive decision making and progress against plan and budget tracking. Ensure direct reports understand and support the company's vision, values and strategy. Enable correct people-related decisions by ensuring that relevant HR communication is filtered through to stakeholders.
Design and drive delivery of the Strategic Workforce Plan for the Cluster. Assess own performance and behaviour. Achieve personal and professional growth and execute own planned development. Build depth of skills and knowledge in the team.
Take the lead on the enablement and implementation of Leadership Development.
Education:
Post Graduate in Industrial Psychology, Leadership or Change Management.
Experience:
8 years working experience in at least two of the following disciplines: Organisational Development, Change Management and Learning of which 5 years financial services experience in a senior role.
Technical / Professional Knowledge:
Alternative learning strategies
Budgeting
Business administration and management
Business principles
Business terms and definitions
Capacity planning
Change management
Client service management
Communication Strategies
Diversity management
Employee training/development
Financial Accounting Principles
Governance, Risk and Controls
Group instruction and facilitation methods
Leadership development
Methods for measuring training effectiveness
Organisational behaviour theory
Principles of project management
Relevant regulatory knowledge
Stakeholder management
Strategic planning
Talent management
Training design
Training effectiveness principles
Business writing skills
Management information and reporting principles, tools and mechanisms
Understanding the HR value chain and how things fit together
Internal Marketing principles and methodologies
Behavioural Competencies:
Building Partnerships
Continuous Learning
Customer Focus
Decision Making
Building talent
Facilitating Change
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