A new and exciting opportunity exists for a People Effectiveness Partner to join our team in Cape Town.
The main purpose of this role is to research, develop and support Organisational Effectiveness and Talent initiatives in aiding the business to achieve its objectives.
The 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 across the entire Mukuru 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 will 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, they will develop and implement key analytics, metrics, and dashboards to show progress and impact of interventions.
Duties and Responsibilities (Include but are not limited to):
Develop 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.
Develop 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.
Ensure compliance with all legal and regulatory requirements.
Support the development of appropriate OE practices training interventions by collaborating with the relevant HC department.
Manage and implement projects and continuous improvement activities.
Review and consult on organisational structures across the business.
Develop programmes that support desired behaviours in the organisation.
Develop and maintain Stakeholder Relationships.
Develop 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 to Leadership Development processes, practices, and initiatives.
Develop 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 to On and Offboarding processes, practices, and initiatives.
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 to SWP processes, practices, and initiatives.
Conduct best practice research regarding 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.
Key Requirements:
Grade 12 or equivalent (Essential)
Minimum 3-year HR degree or related field (Essential)
Honours in Industrial Psychology or HCM (desirable)
Change management certification (beneficial)
Minimum 5 years' experience in Organisation Development/Design in a corporate or consulting environment (essential)
Knowledge 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
Additional Skills:
Verbal and written communication skills
Time management skills
Organisational & administrative skills
Interpersonal skills
Advanced Excel and Power BI skills
Advanced Power Point skills
Project management skills
Research and Development skills
#J-18808-Ljbffr
