To develop and implement organisational development, change navigation, performance development and talent management strategies and initiatives that drive employee’s effectiveness and efficiency and contribute to a high performing work culture.
Organisational Development (OD) and Effectiveness
- Identify and analyze organization effectiveness opportunities and recommend solutions that address business needs. This includes the design, development, implementation and evaluation of corporate programs.
- Manage and monitor the company culture through employee engagement surveys and other methods to support the company’s goals and promote employee engagement in partnership with the HR team
- Perform organizational assessments and establish action plans to address issues in conjunction with head of Human Resources
- Provide consulting support and services, by understanding business needs and creating actionable solutions, tools and resources in various People Development and Organizational Design areas
- Lead OD initiatives in the areas of transformation, competency mapping, Team Building and other projects, based on organizational requirements
- Provide workplace counselling and coaching services to the firm utilizing certified coaching and counselling tools and processes
- Ascertain and provide employee referrals for external interventions required in line with the Wellness benefits of the Firm and follow up with progress
- Conduct and facilitate workshops and presentation in the areas of employee engagement, leadership development, employee wellness etc.
- Monthly & Quarterly reporting on Employment Equity Plans, Targets and Annual Submission of Employment Equity Reporting to the Department of Labour
- Contribute to workforce transformation through employment equity in alignment with CDH strategic goals and regulatory requirements (EE, Skills Development, BBBEE, etc.)
- Consult and partner with relevant stakeholders for implementation of diversity and inclusion programmes and initiatives
- Participating in the necessary forums and communicating requirements to relevant parties for follow-through
Talent Management
- Design core talent strategies and programs including succession planning, career pathing, employee engagement, organisational redesign, team effectiveness/performance.
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Build essential talent platforms, programs, processes and tools on key employee development plans
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Develop a talent management framework in partnership with the HR team.
- Execute talent programs and initiatives to support the strategic objectives of CDH
- Introduce and implementing various initiatives to improve employee effectiveness
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Develop and implement a robust competency framework for the organization
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Continual assessment of the competitiveness of all talent programs and practices against comparable firms, industries and markets
- Conduct leadership development, career and talent assessments as appropriate using a variety of tools
Change Management
- Participate as custodian and support in transformation projects
- Create project plans, manage project implementation, provide thought leadership, and engage with stakeholders to gather and share data on change management projects
- Champion and mobilise groups of people to adopt new approaches
- Ensure the effective implementation of strategies to drive business improvement within identified areas of inefficiencies in order to transition with minimal challenges
- Drive the implementation of change management initiatives designed to build a culture of high performance and innovation
- Utilize workforce analytics to drive change and enhance employee engagement
Talent Acquisition
- Support the HR Business Partners and Graduate Recruitment team with the development of a talent pipeline to meet the business’s short and long-term business strategy through various strategies including skills and competency mapping
- Evolve the utility of psychometrics and creating a suite of relevant assessment tools for various job categories
- Carry out employment branding initiatives including internal and external publications and article writing
- Provide trend analysis and reporting on recruitment statistics and talent acquisition metrics including attrition and retention data
Performance Development
- Provide expertise in the development of competency models
- Analyse and report on performance trends and recommend appropriate actions.
- Partner with human resources to diagnose and plan interventions and build training plans as needed
- Develop and facilitate enablement sessions to support HR, management and staff on the performance management process and system.
- Maintain consultative relationships with people in subject matter/expert areas that provide input to deliver training and development within CDH.
- Analyse identified development requirements resulting from performance management discussions and ensuring that relevant programs are in place to support development where necessary
Qualifications/Experience
- Relevant Degree in Industrial Psychologist
- Registered Industrial Psychologist
- Psychometrist
- HPCSA (Health Professions Council of South Africa) registration
- 5 Years’ Experience in Industrial Psychology practice
Desired Skills:
- Registered Industrial Psychologist
- Psychometrist
Desired Work Experience:
- 2 to 5 years Agent / Business Manager of Talent
Desired Qualification Level:
- Honours
About The Employer:
Professional Services Company