Head of HR and Organisational Development - Sandton - JSE Limited

    JSE Limited
    JSE Limited Sandton

    5 days ago

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    Description

    Head of HR and Organisational Development

    Job Category: Human Resources and Recruitment

    Contract Type: Permanent

    Remuneration: Market Related

    EE Position: Yes

    Job Summary

    The purpose of this role is to drive the HR strategy, leading all initiatives in strategic partnership with the business. This includes supporting JSE Divisions in achieving their strategic objectives aligned to the corporate scorecard and providing sound HR advice to leadership teams.

    Key Responsibilities

    Human Resources Management

    • Contribute to the development of the HR business plan, ensuring delivery of focus areas for the year in support of HR strategy.
    • Assist in developing HR initiatives aligned to business requirements and HR strategy, ensure buy-in, and implement the initiatives through communication, problem-solving, and monitoring compliance.
    • Provide relevant HR initiative feedback from business areas to CoEs to ensure understanding of business needs and plans/projects that may impact on other areas.
    • Analyse Business' HR requests to ensure clarity and alignment to agreed-upon HR deliverables.
    • Participate and support HR projects by delivering on project plans and actions.
    • Drive Employee engagement and Employee experience programmes.
    • Lead employee development & capacity building initiatives at Group in partnership with the L&D team.
    • Identify potential areas of concern in business areas, conduct root cause analysis to take appropriate corrective action.
    • Manage the Recruitment process for vacancies in own areas, attend interviews, participate in selection decisions, and ensure onboarding checklist compliance by managers.
    • Execute steps on HR BP onboarding checklist, hold managers accountable, inform new employees on benefits, analyse exit interviews, take necessary action, and provide feedback to affected stakeholders.
    • Develop and share relevant HR dashboards with business for monitoring and feedback purposes.

    Organisational Development

    • Conduct organisational needs analysis and lead the development of appropriate innovative initiatives to meet the future needs of the JSE aligned to company strategy. Apply relevant organisational diagnostic, analytical, and project management tools. Investigate results where required to obtain a full understanding by conducting research, focus groups etc.
    • Provide competitive advantage by improving organisational effectiveness through designing and applying organisational development, culture transformation, and consulting strategies/techniques.
    • Drive JSE group culture and values initiatives, give expert culture and project planning input, identify, analyse, and prepare risk mitigation tactics, measure organisational culture by administering surveys and analysing results.

    People Management

    • Set performance objectives for team by cascading organisation's initiatives into individual performance contracts.
    • Ensure robustness of performance review process by conducting quality reviews on performance agreements and development plans for business areas. Ensure that all employees have signed performance agreements.
    • Monitor and measure performance by conducting employee appraisals.
    • Identify areas of development and draw up action plans to address poor performance.
    • Ensure ongoing training and development of employees.
    • Act as a coach for senior leaders and executives in fulfilling their role of change sponsor. Provide direct support and coaching to front-line managers and supervisors as they help their direct reports through transitions.
    • Provide guidance and advice to line Managers on people matters relating to the HR value chain (employee performance management, overtime, leave, industrial relations etc.) to ensure adherence and fair application of policies, processes, and minimise risks. Address employee relations matters fairly and promptly.
    • Oversee change agent network.

    Stakeholder Engagement

    • Develop, implement, and monitor a stakeholder management system.
    • Manage relationships in accordance with policies and procedures and legal requirements. Work collaboratively with stakeholders by establishing and maintaining effective working relationships.
    • Ensure that client needs are understood and met and build a network of thought leaders by diagnosing, researching, and validating the clients' needs.
    • Build sustainable, strategic, and influential relationships through coaching, support, and education of clients.
    • Represent JSE in meetings with stakeholders.
    • Solve problems creatively whilst demonstrating a high level of integrity in line with JSE core values.
    • Provide advice and guidance to management on internal stakeholder-related matters.
    • Contribute to the budget preparation process. Ensure divisional budget monitoring in line with JSE financial guidelines.
    • Ensure the effective, efficient, economical, and transparent use of financial and other resources.
    • Monitor expenditure against budget and ensure spending occurs within budgetary limits.
    • Explore opportunities to reduce costs.

    Governance

    • Define and set the change management governance standards by driving and collaborating with programme management office to ensure change management aspects form part of the project delivery framework, methodology, and governance - to define change management governance requirements, incorporate these into the overall programme management office governance.
    • Analyse relevant incidents, risks, and problems in business areas and decide and advise on best approach for business area to address issues, guided by legislative and policy boundaries. Meet risks and standards related to by identifying, analysing, and preparing risk mitigation tactics with programme management office and Structures, and through BAU enterprise risk management process and risk register.
    • Develop and maintain a quality assurance and improvement program that covers all aspects of the policy and risk activity.
    • Monitor the implementation of the related policies within the division. Apply HR policies and practices across the HR Value Chain to meet risk and HR professional standards. Analyse, interpret, and provide statistical information, monitor checklists, and engage with stakeholders to assess and ensure stakeholders' compliance with HR policies and procedures.
    • Ensure that all action plans are in place to address internal and external audit findings and monitor progress against these plans.

    Minimum Requirements

    • Degree in B Com Degree HR Management/Industrial Psychology/Social Sciences or equivalent.
    • A postgraduate degree in HR Management/Industrial Psychology/Social Sciences will be advantageous.
    • 5 – 10 years HR generalist experience.
    • OD experience.
    • Employee relations experience.

    Knowledge and Skills Required

    • Sound working knowledge of multiple and strategic human resource disciplines, including: Compensation practices, Organisational Development, Employee Relations, Diversity, Performance Management, Talent Management, Change Management, HR Legislation, policies, and procedures and Employment Legislation that drive and support the overall organisation's goal and objectives.


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