Head: Talent Investment and Leadership (m/f)

Description

• Capricorn Group is seeking a Head: Talent Investment and Leadership who will drive the talent investment and leadership strategy in alignment with the needs of the Group
• Reporting to the Group Executive: Human Capital & Citizenship, the individual will develop and implement solutions that will grow the Group’s talent pipeline, foster an engaged environment, build a future fit leadership culture and increase organizational performance
• The incumbent will work closely and collaboratively with the entity Human Capital Management teams and key business stakeholders to deliver fit-for-purpose solutions. The role will further, through strong and professional thought leadership, provide strategic direction on talent, associated learning opportunities as well as career and leadership development across the Group

Duties

Talent Investment

• Design and implementation of Talent Investment Framework
• Design and deploy an overall talent and pipeline build strategy for the Group that is linked to the strategic choices of the Group
• Partners with HR and business stakeholders to research and provide recommendations on talent solutions and/or initiatives to help support the strategic choices of the Group
• Prepare in liaison with Line Management and Group Executive: Human Capital & Citizenship timeous and quality submissions for the Group Talent Investment Board
• Analyze market trends and identify/anticipate future business talent needs
• Revamp the calibration process to drive greater consistency, clarity and differentiation of our talent
• Develop recruitment, selection, retention strategies and policies and processes in collaboration with the respective HR stakeholders
• Participate in the development of the HC Strategy
• Create and manage talent metrics that enable the organization to identify and provide solutions to key areas for improvement in how we’re managing, building and retaining key talent
• Track metrics, report on trends and participate in joint action-planning to address negative trends
• Develop and implement talent investment strategies and programs that enable outstanding organizational, team, employee, and business performance
• Create frameworks, toolkits and communications that support our talent processes and initiatives
• Partner with the ELT/EMT to design a process for sharing talent across the Group in a manner that enables us to effectively manage our internal pool of talent
• Expand the existing talent review process to provide a structure for ongoing management of key talent, embedding a “talent lifecycle” culture into the Group
• Select capability assessment tools in collaboration with the respective HR stakeholders, identify capability gaps and partner with HR BPs on personal development plans
• Incorporate Diversity, Equity, and Inclusion into the talent investment process and ongoing throughout the year as talent decisions are made
• Leverage and enhance existing career pathing tools and a career path strategy to impact associate engagement, retention, and career growth
• Get to know key talent across the Group on a more personal level

Succession Planning

• Develop succession strategy and process to ensure business continuity for key critical roles and key leadership positions as well as employee segments
• Facilitate and lead the succession planning process
• Provide advice and guidance to Group and employees on the succession planning process
• Assist with the nomination of successors, monitor and evaluate applicable development interventions and assist with the deployment of successors
• Responsible for making the necessary recommendation to the Group Talent Investment Board on effective succession planning
• Analyze, prepare, implement and monitor succession plans
• Ensure that executive and top talent succession planning policies, processes and execution are affected

Leadership Development

• Source, design and deliver a core leadership and management curriculum that differentiates in both content and delivery method according to core business needs, while emphasising the Group’s values, core capabilities, competencies and behaviors required across the group
• Lead and facilitate team development, change and other learning initiatives
• Coach leaders and managers in terms of talent identification, succession planning and people development
• Identify, support and build programs for high potential employees to ensure a pipeline of successors
• Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of internal bench of top talent
• Provide input to the Employer Brand and Employee Value Proposition
• Lead the development and delivery of coaching and mentoring capability within the group, growing the current coaching offering and championing the benefits of coaching, mentoring and sponsorship

Retention Strategy

• Provide input into the compilation and review of policies and guidelines
• Propose various applicable and leading-edge retention interventions and strategies
• Support with retaining top talent in line with the retention strategy
• Identify drivers of retention and implement mitigating solutions in partnership with the HR BPs

Talent Investment Programmes

• Responsible for the recruitment of the most suitable and qualified applicants on Leadership Development
• Programmes in liaison with the relevant HR stakeholders, entity executive teams and Group Talent Investment Board
• Compilation of diverse recruitment panels to ensure consistency and fairness in decision making
• Support with compilation and management of PDP’s and relevant training interventions and progress reports
• Advise and assist with the deployment of successful candidates into the Group in liaison with Group Talent
• Investment Board, line managers and relevant HR stakeholders

Administration

• Ensure that the recruitment process for talent and key critical positions are conducted in line with recruitment policies and practices
• Ensure timely and correct communication and resolution of queries in line with stipulations as per the SLA’s.
• Timeously submission of quality reports
• Leverage external vendors as required to support the design and delivery of group-wide/customized talent programmes consistent with policies
• Measurement and reporting of progress against talent strategy and plan and in line with risk management reports and recommendations

Key Interactions

• Collaborate with other Centre of Excellence employees to ensure integrated and aligned outcomes in everything we do according to the HR Operating Model
• Partner with business to design talent strategies and programmes that are aligned with Group-wide strategic objectives
• Collaborate with the relevant HR stakeholders on workforce and succession planning
• Consult with HR Business Partners when requested to help manage complex design or implementation issues related to talent
• Provide guidance to the business to ensure talent management policies and guidelines/processes are adhered to within the respective entities
• Work with line managers and HR BP’s to identify key critical roles and divisions and present it to the Group
• Talent Investment Board in order to deploy the necessary interventions
• Identify drivers of retention and implement mitigating solutions in partnership with the HR BP’s
• Networking and relationship building with potential talent on the market

Requisites

• Degree in Human Resources/Industrial Psychology
• Honors degree will be an advantage
• Masters degree will be a further advantage
• Formal coaching education or certification and experience will be an advantage
• Minimum of 8-10 years of HR experience and proven track record of designing and delivering talent management programs, consulting with key stakeholders to assess needs and offer recommendations/solutions to their challenges and facilitating team performance improvement and change initiatives
• A solid understanding and proven experience with leadership competency/capability development
• Excellent client management consultative skills
• Stellar verbal and written communication skills
• Demonstrated ability to serve as a trusted advisor to senior leaders and management
• Strong business acumen
• Ability to effectively interface with all levels of employees and management on a professional level
• Is comfortable with change and can shift gears swiftly
• Ability to work on multiple assignments and prioritize demands in a high energy, fast paced environment
• Must be a collaborative team player
• Be self-directed and motivated
• Ability to understand and articulate the strategic value of integrated talent management processes
• Proven ability to work independently as well as with a remote team
• Ability to think creatively, manage own time and take initiative to drive projects
• Ability to manage and foster positive client and stakeholder relationships
• Strong client-service and results orientation
• Expected skills in the following core competencies: strong communicator with excellent written, verbal, listening and interpersonal skills, problem solving, tenacity and drive for results, organizational agility and dealing with ambiguity

Notes

• Only shortlisted applicants will be contacted