Job Search and Career Advice Platform
822

Workforce jobs in United States

Head Of Human Capital Alliances And Corporate Functions

Head Of Human Capital Alliances And Corporate Functions
African Bank
Midrand
ZAR 1,200,000 - 1,800,000
Urgently required
Yesterday
I want to receive the latest job alerts for “Workforce” jobs

Human Capital Manager - Northern Cape area, GWK Head Office Douglas

Human Capital Manager - Northern Cape area, GWK Head Office Douglas
VKB Group
Reitz
ZAR 600,000 - 800,000
Urgently required
Today

Regional People Partner

Regional People Partner
Shoprite Group of Companies
Cape Town
ZAR 600,000 - 800,000
Urgently required
Today

Head of Planning

Head of Planning
CCI Global
Umhlanga Rocks
ZAR 500,000 - 800,000
Urgently required
Today

HR Business Partner

HR Business Partner
iGuardSA
Randburg
ZAR 600,000 - 800,000
Urgently required
Yesterday
Discover more opportunities than anywhere else.
Find more jobs now

Senior Human Capital Business Partner (Sandton)

Senior Human Capital Business Partner (Sandton)
Sanlam
Johannesburg
ZAR 700,000 - 1,200,000
Urgently required
3 days ago

Senior Human Capital Business Partner (Sandton)

Senior Human Capital Business Partner (Sandton)
Sanlam Limited
Johannesburg
ZAR 800,000 - 1,200,000
Urgently required
4 days ago

Talent Acquisition Specialist- HBI & Corporate Functions

Talent Acquisition Specialist- HBI & Corporate Functions
The HEINEKEN Company
Johannesburg
ZAR 400,000 - 600,000
Urgently required
6 days ago
HeadhuntersConnect with headhunters to apply for similar jobs

Technical Pre-Sales Consultant — Integrated Planning Solutions(Anaplan)

Technical Pre-Sales Consultant — Integrated Planning Solutions(Anaplan)
myDeloitte
Midrand
ZAR 600,000 - 900,000
Urgently required
7 days ago

HR Business Partner (Advisory Partner)

HR Business Partner (Advisory Partner)
Open Society Foundations
Johannesburg
ZAR 600,000 - 900,000
Urgently required
3 days ago

Workforce Planning Analyst

Workforce Planning Analyst
Keen
Cape Town
ZAR 200,000 - 300,000
Urgently required
3 days ago

Regional Human Resources Manager

Regional Human Resources Manager
Michael Page Africa
South Africa
USD 45,000 - 65,000
Urgently required
Today

Head: Governance, Risk and Compliance

Head: Governance, Risk and Compliance
Absa Group
Johannesburg
ZAR 800,000 - 1,200,000
Urgently required
Today

Channel Head

Channel Head
Haleon
Johannesburg
ZAR 800,000 - 1,200,000
Urgently required
Today

Area Manager - Pretoria

Area Manager - Pretoria
Pollock & Associates
Pretoria
ZAR 300,000 - 400,000
Urgently required
Today

Senior Human Resources Project Manager / Lead (3 years)

Senior Human Resources Project Manager / Lead (3 years)
Thusa Batho Labour Solutions
Pretoria
ZAR 600,000 - 900,000
Urgently required
Today

Customer Support (UK)

Customer Support (UK)
Klipboard
Johannesburg
ZAR 50,000 - 200,000
Urgently required
Today

Senior Mechanical Technologist/Engineer

Senior Mechanical Technologist/Engineer
Zutari
Durban
ZAR 600,000 - 800,000
Urgently required
Today

Back Office Manager at Enhance Consulting

Back Office Manager at Enhance Consulting
Confidential
Elsiesriver
ZAR 450,000 - 600,000
Urgently required
Today

Integration Developer - Senior Consultant

Integration Developer - Senior Consultant
myDeloitte
Midrand
ZAR 500,000 - 800,000
Urgently required
Today

Integration Developer - Intermediate

Integration Developer - Intermediate
myDeloitte
Johannesburg
ZAR 300,000 - 500,000
Urgently required
Today

Integration Developer (Jnr)

Integration Developer (Jnr)
myDeloitte
Midrand
USD 25,000 - 40,000
Urgently required
Today

Resource Planning Manager

Resource Planning Manager
Sigma Connected Group
Wes-Kaap
ZAR 450,000 - 600,000
Urgently required
Yesterday

Client Success Manager

Client Success Manager
Beeline
Wes-Kaap
ZAR 400,000 - 700,000
Urgently required
Yesterday

Assistant Audit Manager - Large & Complex

Assistant Audit Manager - Large & Complex
Deloitte Africa
Gauteng
ZAR 300,000 - 600,000
Urgently required
Yesterday

Head Of Human Capital Alliances And Corporate Functions

Be among the first applicants.
African Bank
Midrand
ZAR 1,200,000 - 1,800,000
Be among the first applicants.
2 days ago
Job description

MAIN PURPOSE OF THE ROLE:

To develop and execute human capital strategies that align with the bank’s overall goals and objectives. Overseeing all aspects of the employee lifecycle, fostering a positive and inclusive workplace culture, and ensuring the development and retention of top talent within the bank. As a strategic business partner, provide strategic guidance and leadership to the executive team on all people and culture matters. Creating a high-performing workforce that supports the bank's strategic objectives.

MINIMUM EDUCATION AND EXPERIENCE:

  • Master’s degree in human resources/Organisational Development/ Industrial Psychology/ Business Administration or related field
  • Professional Certifications: SABPP HR Professional registration/ Senior Professional in Human Resources (SPHR/ SHRM)
  • Minimum 10+ years of progressive experience in human capital and people management with 5+ years’ experience of proven leadership and strategic management, ideally in a senior HC role

ROLE RESPONSIBILITIES:

  • Management of Resources
  • Manage and develop subordinate(s): Performance management in terms of contracting, reviews and poor performers, Training and development, Employee relations
  • Manage people efficiencies through leave management, headcount budget, fixed term contracts, staff movements, secondments, staff utilization
  • Take appropriate disciplinary measures as required
  • Facilitate induction of new staff within one month of joining the organization

Strategic human capital leadership

  • Develop and implement a comprehensive people strategy aligned with the overall business strategy
  • Oversee the end-to-end HC delivery at the vertical or business unit level
  • Provide strategic guidance to the executive team on human capital matters, including talent acquisition, employee development, and workforce planning
  • Align people and culture strategies with the financial goals, risk management objectives, and growth plans of the bank
  • Implement effective talent management strategies, including succession planning, career development, and performance management
  • Collaborate with business leaders to identify and address skill gaps, ensuring the workforce is equipped to meet the evolving needs of the banking industry
  • Lead HC initiatives that support the bank's adaptation to industry changes and market dynamics. Facilitate smooth transitions during mergers, acquisitions, or other organisational changes in the banking sector
  • Develop initiatives to enhance employee satisfaction, motivation, and commitment for the bank
  • Develop and implementing strategies to promote diversity, equity, and inclusion
  • Utilise HC analytics to gather insights into workforce trends, performance and implement data-driven approaches to improve overall human capital outcomes

Partnering and management of the HC environment within an identified Bank Vertical

  • Translate the group and business unit’s people strategy into operational plans for execution at vertical/BU level and align HC initiatives with business strategies
  • Ensure the integration of the Human Capital calendar into the business calendar. Proactively brief vertical/BU leadership at the start of major events in the Human Capital calendar
  • Develop strategic workforce plans that address skill gaps and support business growth. Oversee the design and implementation of training and development programs to enhance employee skills and competencies
  • Lead and advise on organisational restructuring efforts based on strategic shifts, managing change processes to minimise disruptions and ensure smooth transitions
  • Define the people change approach for change initiated in the business unit. Ensure that Business Partners are equipped with the right skills and tools to support the business through the changes
  • Coach leaders on effective communication strategies and implementation of people and culture strategies at vertical/BU level
  • Collaborate with business leaders and Talent Management teams on effective recruitment strategies to attract top talent in the vertical/BU
  • Oversee the recruitment process for EL and above roles, including interviewing, and onboarding
  • Provide data-driven recommendations to support business decisions and align HC metrics with key performance indicators
  • Oversee performance management processes, including goal setting, feedback, and evaluations
  • Oversee employee relations, handling issues such as conflict resolution, disciplinary actions, and grievance procedures. Ensuring fair and consistent application of HC policies and procedures
  • Foster a positive and inclusive workplace culture that encourages employee engagement, collaboration, and innovation. Implementing employee engagement programs and initiatives
  • Continuous scanning of the environment and the crafting of proactive HC solutions for the business
  • Oversee all HC interventions and the scheduled HC activities in the BU as per the organisational HC calendar
  • Oversee all HC administrative processes and optimise HC operations to support the vertical/BU

Collaboration with HC Centres of Excellence (CoE)

  • Lead interventions relating to Change, Transformation, Talent Management, People Development, OD interventions and other HC services in collaboration with CoE’s
  • Review the job architecture for the business area and conduct job analyses to define roles, responsibilities, and required skills, ensuring clarity in job descriptions and expectations for each position in the business unit
  • Collaborate on designing and implementing training programs tailored to the specific skills required in the banking sector. Aligning individual development plans with broader talent development strategies
  • Work with the Total Rewards CoE to ensure that reward systems are competitive within the bank
  • Drive the analysis of the skills gap in the business unit by engaging with learning specialists and providing a forward-looking view of the business requirements. Identifying training and other development opportunities available in the bank
  • Collaborate on leveraging HC analytics to gather insights into workforce trends and performance
  • Collaborate and implement wellness programs that address the unique challenges in the bank
  • Collaborate on strategic change initiatives, ensuring alignment with HC practices. Provide input on communication strategies during organisational changes

Reporting

  • Populate and submit monthly reports providing insights and analysis on people trends, highlighting areas of improvement and success
  • Report on employee relations and grievance metrics, including the number and nature of employee complaints
  • Generate regular reports on KPIs such as employee engagement, turnover rates, time-to-fill for vacancies, and diversity metrics
  • Analyse data to identify opportunities for talent development and succession planning
  • Analyse recruitment data to optimise talent management strategies and improve the efficiency of the hiring process
  • Work with finance and leadership teams to report on HC budget utilisation

Budget management

  • Develop an annual HC budget based on strategic objectives. Align budget allocations with key HC initiatives, such as talent acquisition, employee development, and retention programs
  • Develop a budget for employee training and development programs. Allocate resources for both internal and external training initiatives
  • Implement budget tracking mechanisms to monitor actual expenditures against planned budgets
  • Develop metrics and reports to measure the effectiveness of HC initiatives and their financial impact
  • Develop forecasting models to anticipate future HC budget needs. Plan for contingencies and allocate funds for unforeseen HC challenges
  • Provide updates on budget performance, expenditures, and financial impacts. Collaborate with finance teams to align HC budgets at vertical/BU with overall bank financial goals

Treating Customers Fairly and Compliance

  • Create and maintain productive relationships with internal and external clients by providing advice and assistance
  • Create understanding of the ‘real’ versus ‘perceived’ need through experience and expertise while complying with company policies, legislation and regulations
  • Keep the client informed about progress through written communication, telephone communications, and/or face-to-face meetings
  • Build a positive image by exceeding client expectations at all times
  • Treat internal and external customers fairly at all times
  • 1
  • 2
  • 3
  • ...
  • 33
  • Next

* The salary benchmark is based on the target salaries of market leaders in their relevant sectors. It is intended to serve as a guide to help Premium Members assess open positions and to help in salary negotiations. The salary benchmark is not provided directly by the company, which could be significantly higher or lower.

Job Search and Career Advice Platform
Land a better
job faster
Follow us
JobLeads Youtube ProfileJobLeads Linkedin ProfileJobLeads Instagram ProfileJobLeads Facebook ProfileJobLeads Twitter AccountJobLeads Xing Profile
Company
  • Customer reviews
  • Careers at JobLeads
  • Site notice
Services
  • Free resume review
  • Job search
  • Headhunter matching
  • Career advice
  • JobLeads MasterClass
  • Browse jobs
Free resources
  • Predictions for 2024
  • 5 Stages of a Successful Job Search
  • 8 Common Job Search Mistakes
  • How Long should My Resume Be?
Support
  • Help
  • Partner integration
  • ATS Partners
  • Privacy Policy
  • Terms of Use

© JobLeads 2007 - 2025 | All rights reserved