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 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 Liaison takes place with the HCBP’s, HC Management, Business representatives. External liaison takes place with external service provides

Talent and Succession management

• 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 process, practices and initiatives

Performance Management

• 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 process, practices and initiatives

Organisational Design and Development

• Ensure 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 Management

• 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

Leadership development

• 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 process, practices and initiatives

Onboarding

• 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 On and Offboarding process, 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 process, practices and initiatives

Research

• Conduct 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

Knowledge

• 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

Experience

• Minimum 5 years’ experience in Organisation Development/Design in corporate or consulting environment essential

Education

• 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

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