Strategic Function

• As may be required, design and or review the People partnership operating model and value chain to align with the People strategy.
• Input and contribute to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieving long-term objectives.
• Based on sound understanding of the AGSA’s business goals, business and operating models and core processes (business acumen), influence and align the People strategy into clear business unit people objectives and action plans to support the achievement of the overall organisation objectives.

Product and Operational Management

• Stay updated on industry best practices and trends, and benchmark the organization’s People practices against chosen benchmark organisations or sectors.
• As may be appropriate, from an employment relations perspective, mediate and resolve workplace conflicts and disputes to maintain a harmonious working environment.
• Set People metrics in the space of people partnering that will assist to prioritize tasks, track progress, and drive success in the People function.
• Oversee employee training and development programs to enhance skills and career growth within business units in scope.
• Lead and facilitate the delivery of the People calendar, operationalising of the People strategy and end-to-end people processes and products to the business functions. These include:
• Overseeing talent acquisition, development, and retention strategies to ensure the AGSA has the right people with the right skills to meet its goals. Participate in recruitment of executive and senior roles.
• Performance and talent reviews, succession planning and promotion activities to identify and develop talent and strong succession for the organisation.
• Talent and capability development plans for individuals, teams, and units. Strategically contextualise training needs and assist the L&D function in aligning training programs with business objectives.
• Developing, reviewing and implementing the employee on-boarding strategy and oversee the off-boarding of exiting employees.
• People-related risk and opportunity management.
• Implementation of performance evaluation systems, providing guidance on performance improvement and development plans, in line with relevant AGSA policies.
• From an organisational development perspective, lead efforts to design and implement organizational structures, job/role reviews, and culture that facilitate growth, innovation, and employee engagement.
• Conceptually and strategically promote diversity and inclusion initiatives to create an inclusive workplace that values differences and promotes a diverse workforce.
• Co-design with the Projects and People Experience portfolio, and then implement programs to boost employee engagement, job satisfaction, and overall well-being.
• Stay current with employment legislation and regulations, ensuring People policies and practices comply with requirements.
• Strategically oversee the implementation of remuneration and benefits strategies within business units in scope, ensuring they are competitive, fair, and aligned with the organization’s financial goals.
• Provide credible insights that inform the implementation of employee engagement and retention strategies to increase employee satisfaction.
• Lead change initiatives, including communicating change, addressing resistance, ensuring transition, implementing new tools and technology that will provide better People support to stakeholders.
• Assist business to align business priorities and translate these into people-centric plans to meet business demands through a strong understanding of how talent fits into the business strategy and how to develop talent.
• Manage and deploy fit-for-purpose projects across the People value chain, deploying project and change management disciplines as appropriate.
• Operate as the substantive relationship manager or functional liaison for the internal stakeholders and is responsible for positioning people specialists and subject matter experts to execute on the defined people strategy within areas of partnership.
• Driving a strong culture of customer centricity and responsiveness within the People partnership function.
• From a behavioural perspective, show up as a business leader, with business, introducing credible people insights to business solutions.
• As a trusted partner and advisor, perform the role of functional coaching in alignment of the AGSA’s strategic quest to migrate managers to effective leaders.
• Actively assists the Chief People Officer (CPO) to facilitate the effectiveness of the senior leadership in the organisation.
• Employ effective people analytics techniques to provide periodic reporting underlined by descriptive and prescriptive People insights to the CPO and senior executives to embed data-enabled decision making, progress tracking and solutioning.

Data Literacy and Digital Agility

• Utilize data and People analytics to assess People initiatives’ effectiveness and make data-driven decisions for continuous improvement.
• Facilitate the periodic review of the People operating model to identify the impacts and opportunities for digital transformation interventions.
• Draw insights from data and trends to improve processes, employee engagement and policy alignment across the business and diagnose people issues and recommend effective solutions.
• Leverage technology to increase efficiency and drive business results to improve the digital employee experience, which leads to increased engagement and communication.
• Assess, select, and implement HR technology solutions to streamline People processes and improve data management.

Stakeholder Management and Communication

• Collaborate with senior leadership and business unit heads to understand their needs and challenges, providing People insights and solutions to drive business success.
• Collaborate and work closely with other People professionals and teams to ensure consistent and effective delivery of People programs and services.
• Cultivate relationships with external partners, such as recruitment agencies, benefit providers, and labour unions, to ensure effective collaboration and service delivery.
• Foster open communication and collaboration between the People portfolio and other departments to ensure the portfolio is integrated into the overall business strategy.
• Deployment of above average relationship management skills with a people-oriented approach, to partner with formal stakeholder groups and business leaders to solve business outcomes.
• Collaborate with the executive team to understand the organization’s strategic direction and ensure People initiatives support these goals.
• As a trusted advisor, build strong strategic partnerships with the business leaders to understand the business and its strategy.
• Direct and drives the visibility of the People leadership through effective scanning of the environment to ensure clear understanding of business requirements and to translate this into clear deliverables for the execution team and continuously getting feedback from stakeholders.
• Develop and monitor service level agreements (SLAs) whilst maintaining quality service experience.
• Drive the implementation of the People Portfolio stakeholder engagement plan.
• Interact with relevant governance structures and relevant committees and professional bodies in driving AGSA people agenda.
• Influence senior stakeholders and provides support in transformational projects to improve organisation, team, and individual effectiveness.
• Communicate and present with excellence on people matters including policies, strategies, and sometimes complex matters across various levels of in the organisation.

People Management

• Develop and embed interventions to establish and sustain a high-performance team through effective goal-setting, evaluation, and in-person coaching of direct reports and team members.
• Ensure that internal team members attain and retain appropriate professional designation as may be appropriate (i.e., membership and designation with recognised professional HR bodies as an example)
• Establish and maintain a succession plan for the team using the formal talent management process.
• Develop appropriate engagement plans to drive heightened employee engagement and employee experience.
• Cascade the People strategy and Balanced Score Card to the teams and help people and teams to recognise their roles and responsibilities in the organisation and people strategies.
• Manage and monitor the implementation of the activities outlined in the People Plan.
• Motivate, coach and mentor staff to ensure maximum productivity and development of the staff to their full potential.
• Determine the mix and level of capability required to enable the People squads to deliver organisational objectives.
• Contribute to transformation/culture plans (i.e., qualitative and quantitative targets in terms of the AGSA Employment Equity Plans).
• Oversee the management of HR squads of multidisciplinary teams to resolve a specific business problem.

Financial Management

• Demonstrate an understanding of the financial and commercial sustainability variables that impact the AGSA.
• Compile the budgets and contribute to the development of the unit’s and Portfolio budget.
• Manage, monitor, and report on the budget through expenditure, forecasts, and other analysis.
• Ensure compliance with internal processes and procedures (i.e., PFMA and internal fiscal guidelines).
• Manage supply chain governance processes within scope.
• Analyze People-related costs and expenses to identify areas where cost-saving measures can be implemented without compromising the quality of People services or the employee experience.
• Assess the return on investment (ROI) for People programs and initiatives, such as training and development, and use this analysis to inform future budget allocations.
• Generate financial reports related to People expenditure, cost breakdowns, and budget variances, providing this information to senior leadership and the finance department.

Other responsibilities (Applicable to All JD’s)

• Perform and/or manage other projects, tasks and assignments not stipulated on the Job description as and when required.

Formal Education

• A relevant post graduate degree (e.g., Human Resources, Industrial Psychology, Business Management,
• Added advantage: Masters in Human Resources / Business/ Leadership. Senior professional registration with a recognised Human Resources professional body.

Experience

• Minimum 10 years’ experience as an HR Generalist, with at least 5 years operating in a similar senior management role.
• Added advantage: Experience working within the Financial Services or Professional Services sector would be advantageous.