Introduction
Partner with leaders and Guardrisk Human Capital Executive to develop and oversee the implementation of holistic Human Capital solutions that empower business to achieve its objectives. Play a critical role in driving organizational effectiveness, enhancing employee engagement, and fostering a high-performance culture within Guardrisk.
Disclaimer
As an applicant, please verify the legitimacy of this job advert on our company career page.
Role Purpose
Partner with leaders and Guardrisk Human Capital Executive to develop and oversee the implementation of holistic Human Capital solutions that empower business to achieve its objectives. Play a critical role in driving organizational effectiveness, enhancing employee engagement, and fostering a high-performance culture within Guardrisk.
Requirements
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Hons in human resources and or Industrial Psychology
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Registered / Psychometrist with the Health Professions Council of South Africa (HPCSA)
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Registered Psychologist with HPCSA (preffered)
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Relevant post graduate degree (preferred)
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At least 5 - 7 years Human Capital generalist experience in the insurance/financial industry
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At least 3 - 5 years management/leadership experience
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Ability to effectively manage multiple projects and priorities in a fast-paced environment
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Strong understanding of organizational development principles, theories, and practices
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Deep understanding of South African Labour Relations and Acts, Human Resources best practices, principles and policies metrics and dashboards
Duties & Responsibilities
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In collaboration with Divisional HC Executive develop partnerships with business leaders to determine their HC needs and propose innovative HC solutions that are aligned to Guardrisk practice frameworks.
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Develop, plan and implement HC solutions across the employee lifecycle that are aimed at empowering the business to achieve its business objectives.
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Design and deliver programmes and initiatives that support employee development, talent management, and succession planning.
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Manage the employee experience through the employee life cycle with the implementation of practices that enhances the employee experience.
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Provide organisational design support to ensure the planning unit is set up for success. This includes building capabilities of the future and to ensure the business unit is set up for sustainable future success.
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Develop workforce plans and engage with business.
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Identify Organisational Development needs within the planning unit and design and facilitate solutions that will drive greater effectiveness. In partnership with OD identify tools to use in order to optimize effectiveness.
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Manage the talent attraction process and ensure suitable assessments, in line with the requirements of the roles are considered to appoint the best talent. Use the assessments as part of coaching and development solutions to drive greater performance.
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Provide advice and guidance on HC Operational issues to effectively support the business and mitigate risk.
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Provide guidance to business leaders regarding development and performance management practices.
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Collaborate with business leaders to influence and empower leaders to achieve Employment Equity plans and targets.
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Manage the implementation of employee relations practices and be accountable for the outcome of employee relations matters.
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Support Guardrisk’s s unified culture that is consistent with the vision, purpose and values of the organisation.
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Implement operational plans which support the execution of HC strategies to empower business performance.
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Build and maintain effective business partnerships with all key stakeholders by initiating and maintaining regular interactions.
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Keep abreast of trends, legislation and best practices within the HC industry to optimise service delivery.
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Act as custodian and champion of Guardrisk’s HC practices and solutions by creating awareness of these practices and ensuring alignment and implementation of these practices.
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Support the employee journey from start to exit by providing expert advice, facilitating interventions and executing HC solutions aligned at best practice (this may include talent management, induction and onboarding, performance excellence. Industrial relations, employee engagement and exit management).
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Implement HC metrics in area of responsibility to measure the impact and successful implementation of HC solutions.
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Analyse relevant HC metrics to provide leaders with trends and insights.
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Conduct root cause analysis of risks and create action plans to mitigate risks.
Competencies
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Business acumen
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Steakholder engerment
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Analytical
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Change Champion
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Transformation
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Growing Talent
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Outside-in Thinking
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Total Reward
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Organisation Development
