People Effectiveness Partner From 600000 to 660000 (Ctc) - MonthlyOur client is an industry leader in Fintech business that gives the emerging consumer access to affordable and reliable financial services. Their foundation is built on international money transfers – helping you to move money into, out of, and around Africa.About Us:Deka Minas is the world's first subscription based professional services company. Our main lines of business are Human Capital Advisory and Recruitment Services in Sub-Saharan Africa, The Middle East and Southeast Asia.DescriptionThe People Effectiveness Partner reports directly to the Head: Organisational Effectiveness and Total Reward.This position is responsible for assisting in the design, development and implementation of organisational effectiveness interventions of the entire Group. They are required to research and develop in conjunction with the Head: Organisational Effectiveness and Total Reward key Talent management, Performance Management, Organisational Design, Change Management, Leadership development, onboarding and strategic workforce planning frameworks and models. They are required to work with Business leaders, HC business partners and HC management on the successful implementation of the models and frameworks. The People Effectiveness Partner will review and measure the ROI and effectiveness of interventions. Lastly, the People Effectiveness Partner will develop and implement key analytics, metrics and dashboards to show progress and impact of interventions.Internal LiaisonInternal Liaison takes place with the HCBP's, HC Management, Business representatives. External liaison takes place with external service providers.ResponsibilitiesTalent and Succession ManagementDevelop Talent and Succession management processes, practices and initiatives that will support business objectives.Monitor and measure the success of the Talent and Succession management processes and make adjustments when required.Review Talent and Succession management initiatives and design improvements.Report on the success, risks, challenges, and improvements to Talent and Succession management processes, practices and initiatives.Performance ManagementDevelop performance management processes, practices and initiatives that will support business objectives.Monitor and measure the success of the performance management process and make adjustments when required.Review performance management initiatives and design improvements.Report on the success, risks, challenges, and improvements to performance management processes, practices and initiatives.Organisational Design and DevelopmentEnsure compliance with all legal and regulatory requirements.Support the development of appropriate OE practices training interventions by collaborating with relevant HC department.Manage and implement projects and continuous improvement activities.Review and consult on organisational structures across business.Develop programmes that support desired behaviours in the organisation.Develop and maintain Stakeholder Relationships.Change ManagementDevelop aligned and effective change management solutions, practices and processes.Monitor and measure the success of the change management process and make adjustments when required.Review change management initiatives.Develop communication strategies to ensure awareness of changes within the business.Develop Leadership Development processes, practices and initiatives that will support business objectives.Monitor and measure the success of the Leadership Development processes and make adjustments when required.Review Leadership Development initiatives and design improvements.Report on the success, risks, challenges, and improvements Leadership Development processes, practices and initiatives.OnboardingDevelop On and Offboarding processes, practices and initiatives that will support business objectives.Monitor and measure the success of the On and Offboarding processes and make adjustments when required.Review On and Offboarding initiatives and design improvements.Report on the success, risks, challenges, and improvements On and Offboarding processes, practices and initiatives.Strategic Workforce Planning (SWP)Develop SWP processes, practices and initiatives that will support business objectives.Monitor and measure the success of the SWP processes and make adjustments when required.Review SWP initiatives and design improvements.Report on the success, risks, challenges, and improvements SWP processes, practices and initiatives.ResearchConduct best practice research with regard to different Organisational Development, Effectiveness and Talent Management initiatives, practices and processes.Compare current initiatives, practices and processes against best industry practice.Determine potential impact of changes within the current business processes and make recommendations accordingly.KnowledgeKnowledge of Performance management frameworks.Knowledge of Organisational Design methodologies.Knowledge of Talent Management Frameworks.Knowledge of Change Management Models.Knowledge of Leadership Development frameworks.Knowledge of SWP models.ExperienceMinimum 5 years' experience in Organisation Development/Design in a corporate or consulting environment essential.EducationGrade 12 or equivalent.Minimum 3 year HR degree or related field essential.Honours in Industrial Psychology or HCM desirable.Change management certification beneficial.Please note that by submitting your personal information to Deka Minas you free-willingly issue the business consent to make use of such data for the specific purpose of securing you either permanent or temporary employment. Our business makes use of a POPIA compliant database and you have the right to access, right to correction and right to deletion of your personal information.
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