Group Hcm Talent And Organisational Capability Manager

Gibb; Johannesburg; Presencial; ZAR 900 000 - 1 500 000; Tempo integral

Resumo da oferta

Gibb is seeking a Group HCM Talent and Organisational Capability Manager to drive strategic human capital initiatives across the Group. The role partners with executives to shape workforce planning, design and leadership development, ensuring sustainable performance and capability across the organisation.

Responsibilities span talent reviews, succession planning, graduate development, learning programmes and change management.

Responsabilidades

• Provide strategic Human Capital advice and partnership to the Group and Business Units.
• Act as a trusted advisor to Executive Leadership and Business Unit Leaders on people, workforce and organisational matters.
• Participate in Business Unit leadership meetings and strategic planning discussions.
• Coordinate specialist Human Capital support to ensure integrated and consistent service delivery.
• Manage complex employee relations matters and people-related risks.
• Support/facilitate workforce planning activities to ensure the organisation possesses the right capability, at the right time and in the right location.
• Facilitate the analysing of current and future project pipelines to identify capability requirements, scarce skills, talent gaps and recruitment priorities.
• Review organisational structures, spans of control, reporting relationships and accountabilities.
• Support restructuring, integration and organisational change initiatives.
• Facilitate succession planning for critical technical specialists and leadership roles.
• Provide workforce insights, capability analysis and Human Capital risk inputs to support executive decision-making.
• Lead talent reviews, succession planning and critical skills identification.
• Develop and maintain talent management frameworks aligned to business strategy.
• Identify and develop high-potential employees and future leaders.
• Support career development, talent mobility and retention initiatives.
• Develop and implement learning, leadership and professional development programmes.
• Lead the development and maintenance of competency frameworks across technical, professional and leadership disciplines.
• Strengthen leadership capability through targeted development initiatives and executive coaching.
• Evaluate the effectiveness and impact of learning and development interventions.
• Foster a culture of continuous learning and professional growth.
• Support graduate development, career pathways and technical capability building.
• Lead graduate recruitment, development and succession initiatives.
• Support professional registration, mentoring and technical skills development programmes.
• Build sustainable talent pipelines to meet future business requirements.
• Drive organisational development interventions that improve leadership capability, engagement and organisational effectiveness.
• Lead organisational development and change management initiatives aligned to business strategy.
• Support business transformation, integration and culture initiatives.
• Facilitate organisational effectiveness and team development interventions.
• Provide workforce insights, capability analysis, executive reporting and Human Capital risk inputs.
• Develop and monitor Human Capital metrics, dashboards and reporting frameworks.
• Track organisational capability, succession readiness, leadership pipeline and workforce trends.
• Ensure compliance with relevant legislation, policies and Human Capital governance requirements.
• Lead the Business Partnering, Talent, Learning and Organisational Development functions.
• Build capability within the Human Capital team through coaching, mentoring and development.
• Drive collaboration across specialist Human Capital disciplines.
• Promote a high-performance, customer-focused and solutions-driven Human Capital culture.

Descrição da oferta de emprego

The Human Capital Management department is looking for another talented professional to complement their team, in the form of a Group HCM Talent and Organisational Capability Manager. We welcome your application if you believe you meet the requirements for this position.

Core Purpose of the Role:

The HCM Talent and Organisational Capability Manager is a combined strategic Human Capital role that integrates business partnering, talent management, learning, leadership development and organisational development. The role acts as both a trusted advisor to business leaders and a centre of expertise for building organisational capability, ensuring that Human Capital initiatives are aligned with business strategy and support sustainable performance.

Key focus areas include workforce planning, organisational design, talent reviews, succession planning, leadership and learning programmes and development, graduate and professional development, workforce insights, Human Capital risk inputs and the coordination of integrated HCM services across the employee lifecycle.

Key Performance Areas:

Strategic Human Capital Business Partnering

• Provide strategic Human Capital advice and partnership to the Group and Business Units.
• Act as a trusted advisor to Executive Leadership and Business Unit Leaders on people, workforce and organisational matters.
• Participate in Business Unit leadership meetings and strategic planning discussions.
• Coordinate specialist Human Capital support to ensure integrated and consistent service delivery.
• Manage complex employee relations matters and people-related risks.

Workforce Planning, Organisational Design and Capability

• Support/facilitate workforce planning activities to ensure the organisation possesses the right capability, at the right time and in the right location.
• Facilitate the analysing of current and future project pipelines to identify capability requirements, scarce skills, talent gaps and recruitment priorities.
• Review organisational structures, spans of control, reporting relationships and accountabilities.
• Support restructuring, integration and organisational change initiatives.
• Facilitate t succession planning for critical technical specialists and leadership roles.
• Provide workforce insights, capability analysis and Human Capital risk inputs to support executive decision-making.

Talent Management and Succession Planning

• Lead talent reviews, succession planning and critical skills identification.
• Develop and maintain talent management frameworks aligned to business strategy.
• Identify and develop high-potential employees and future leaders.
• Support career development, talent mobility and retention initiatives.

Learning, Leadership and Professional Development

• Develop and implement learning, leadership and professional development programmes.
• Lead the development and maintenance of competency frameworks across technical, professional and leadership disciplines.
• Strengthen leadership capability through targeted development initiatives and executive coaching.
• Evaluate the effectiveness and impact of learning and development interventions.
• Foster a culture of continuous learning and professional growth.

Graduate Development and Technical Capability Building

• Support graduate development, career pathways and technical capability building.
• Lead graduate recruitment, development and succession initiatives.
• Support professional registration, mentoring and technical skills development programmes.
• Build sustainable talent pipelines to meet future business requirements.

Organisational Development and Change Management

• Drive organisational development interventions that improve leadership capability, engagement and organisational effectiveness.
• Lead organisational development and change management initiatives aligned to business strategy.
• Support business transformation, integration and culture initiatives.
• Facilitate organisational effectiveness and team development interventions.

Human Capital Analytics, Governance and Reporting

• Provide workforce insights, capability analysis, executive reporting and Human Capital risk inputs.
• Develop and monitor Human Capital metrics, dashboards and reporting frameworks.
• Track organisational capability, succession readiness, leadership pipeline and workforce trends.
• Ensure compliance with relevant legislation, policies and Human Capital governance requirements.

Leadership of the Human Capital Function

• Lead the Business Partnering, Talent, Learning and Organisational Development functions.
• Build capability within the Human Capital team through coaching, mentoring and development.
• Drive collaboration across specialist Human Capital disciplines.
• Promote a high-performance, customer-focused and solutions-driven Human Capital culture.