Hr ofertas em África do Sul

Provide OD, JA & SWP Expertise to & within assigned business units and or enterprise functions. Leverage this expertise to provide business transformation services to Business & Executives, leading the design and implementation advisory of organisation design (OD), job architecture (JA) and strategic workforce planning (SWP) solutions that deliver on short-, medium- and long-term business strategy and workforce transformation objectives ahead of demand.

Accountabilities

1. Job Architecture, Organisation Design & Strategic Workforce Planning:
   • Contribute to the set-up and reimagination of an integrated OD, JA & SWP product & service to the Enterprise including leading enterprise wide workstreams for the commercialisation of new OD, JA & SWP practices and innovations (ongoing).
   • Conduct detailed organisational diagnostics to identify and validate business problems and opportunities to be resolved through OD, JA & SWP initiatives.
   • Conduct detailed and continuous workforce analysis (levels, titles, roles, spans, layers, capabilities etc) to enable ongoing OD, JA, Strategic Workforce Planning for business.
   • Translate business analysis diagnostic data into clear commercial insights and recommendations.
   • Develop a forward-looking business specific strategic workforce plan that is built on both external and internal data and insight and leverages best practice tools to ensure plans are consistently up to date.
   • Leveraging the above, embed OD, JA, SWP as an ongoing, operationalizable practice that delivers strategy aligned commercial value - short, medium and long term – for the business you support.
   • Strategically partner the business and lead large scale operating model aligned organisation design and business transformation - aligning strategy, people, process and technology for the delivery of commercial outcomes.
   • Design & implement operating model aligned organisation design and business transformation services within assigned business units. Show multiple workable organisation design alternatives with clear business context and supporting data for business decision making.
   • Connect the organisation design and strategic workforce planning capabilities for integrated and high impact commercial outcome delivery.
2. The above includes but is not limited to:
   • The end to end design of capability frameworks, structure & job / capability architecture design, job / role design, capability assessment (SWP related), forecasting, planning, skills / capability segmentation.
   • Facilitate the above with senior - multifunctional - business and HR Teams – building strong operating model, organisation design and strategic workforce planning capabilities across the business.
   • Lead the design of business cases (people components) for large scale transformational change within and or across business units.
   • Strategically & Operationally track and report on business case outcomes delivery – leveraging insights for the continuous improvement of the practice.
   • Partner with integrated talent teams (rem, talent, learning etc.) and HR Executives to facilitate the design & implement of workforce transition strategies and solutions to ensure the right talent, in the right roles, at the right cost and time aligned to business transformation requirements.
   • Strategically and operationally track and report on workforce transition plan outcome delivery – ensuring proactive workforce transition ahead of operating model & organisation design change requirements.
   • Conduct global OD, JA, SWP benchmarking and translate benchmarking information into data driven insights for Business Leaders.
   • Provide design governance and assurance throughout the OD process.
   • Build HR capability in OD, JA & SWP through the business transformation and advisory services provided as well as them ongoing innovation & benchmarking conducted for a business.
   • Re-invent own knowledge and skill in Operating model, OD and strategic workforce planning to ensure ongoing value add to evolving business requirements.
   • Proactively and regularly review OD, JA & SWP data and partner HR Executives to ensure master data quality and integrity.
3. Delivery Management:
   • Stand up the relevant, multifunctional delivery capability for the implementation of OD & business transformation objectives leveraging and managing outsourced resources where required for larger scale initiatives.
   • Implement delivery management governance routines and processes for effective programme delivery (reporting, change requests, resource management, budgets / financial management, business case tracking).
   • Successfully integrate and lead OD, JA, SWP delivery, reporting & risk management within the broader organisational change (TOM) delivery mechanisms e.g. steercos, Exco’s etc.
   • Proactively identify delivery and implementation risk, report on, solution around and enable risk mitigation.
   • Lead effective change management & communications planning & implementation throughout the OD, JA, SWP processes (e.g. workforce transition).
   • Expertly lead forward looking design thinking & process facilitation to achieve the best design outcomes.
   • Ensure the alignment of operating model, OD and strategic workforce planning processes and solutions to the organisation’s governance and risk policies / practices / frameworks e.g. job design.
   • Ensure alignment of operating model, OD and strategic workforce planning processes to regulatory requirements (e.g. labour relations act, SARB requirements etc.)
   • Achieve desired business case, commercial and financial outcomes related to OD, operating model and workforce transition strategies.
   • Identify and proactively manage people risk associated with OD, SWP & JA initiatives.
   • Consistently & effectively audit OD & SWP practices and ensure organisational alignment and standardisation for commercial impact (transition OD, Job Design etc. as required to meet organisational needs).

Experience & Qualifications:

• 10 year’s experience translating business strategies into practical organisation and people initiatives at progressively increasing levels of scope and complexity.
• Relevant B degree or studying toward the completion of a relevant B degree (Honours / Masters qualification preferred) in Human Behaviour / Commercial related field.
• Expertise and proven track record in operating model and organisation design at business unit level.
• Proven track record in partnering senior leaders / executives & leading business unit organisation design / operating model changes in an organisation (financial services expertise preferred).
• Exposure to product ownership (HR practice design, implementation and leadership) or experience in leading an HR Product / Service at an enterprise level.
• Proven track record in the design and implementation of enterprise-wide solutions that drive commercial impact.
• Understanding of workforce experience and workforce experience design approaches.
• Experience in product operationalisation / commercialisation across channels (HR / Other).
• Experience in process and systems design, implementation and enablement in commercialisation a product / service.
• Experience working across levels within the organisation and in guiding executives through complex and ambiguous operating model problems / opportunities.
• Experience in leading and coaching others (operational & strategic people management).
• Respected and known for embracing diversity and inclusion and leveraging diversity and inclusion to deliver significant business impact as an individual, within and across teams and within the organisation (how practices are implemented and operationalised).

Key Skills:

• Strong commercial judgment and decision making.
• Proven track record in ‘solutioning’ (people, process, systems).
• Human Resources Domain Knowledge & Expertise across the people value chain.
• Employee Experience Design & Fulfilment.
• Change & Communications.
• Talent Acquisition and Attraction.
• Talent Management.
• Strategic Workforce Planning.
• People Analytics.
• Human Behavioural Science.
• Employee Relations.
• Reward & Recognition.
• Culture, Leadership & Team Effectiveness.