Title: Head: Talent Management

147642

Job Family

Human Resources

Career Stream

Talent Management

Leadership Pipeline

Manage Self: Expert

Job Purpose

Design, develop, implement, and lead a strategic, differentiated, and effective Enterprise-Wide talent capability (people, process, systems) & supporting practice to deliver a market leading, competitive talent advantage as an outcome (with the right people, in the right roles, with the right capabilities at the right time – on demand).
Talent capability includes but is not limited to partnering the HR value chain effectively for the design and delivery of the following:
• Talent Strategy
• Talent Identification
• Talent Retention
• Talent Planning
• Talent Assessment
• Talent Development & Mobility
• Talent Data & Analytics (backward looking, current and forward looking)

Job Responsibilities

Product, Service & Experience Design

Partner the CHRO, HR Executives and business leaders to design and deliver an integrated enterprise talent strategy.
Lead the design and implementation of a market-leading, workforce-experience-led, segmented and competitive talent management capability, practice and strategy across the organisation.
Design and lead collaboration across the HR value chain, including Talent Acquisition, Job Architecture, Organisational Design, Strategic Workforce Planning, Development, Performance, Reward, People Data and Analytics, Employee Relations, Agility and DEI.
Shift talent management from jobs to capabilities and work to be done, enabling strategic planning across workforce segments and integrated capability sets.
Design, implement and embed talent management processes, tools and governance to track progress against capability-based talent strategies and future business needs.
Embed workforce-experience and segment-led talent practices, policies and solutions that improve proactive talent pooling, mobility, retention, fit-for-purpose development and ready-now talent availability.
Ensure robust, objective succession plans across talent pools, segments and critical capabilities, with bench strength to support competitiveness and business continuity.
Build strategic business partnerships to provide nuanced advisory and solutions aligned to business requirements.
Build a talent analytics capability that enables insight-driven talent decisions.
Co-design innovative, data- and technology-enabled talent solutions, including objective, live and capability-focused talent identification and deployment.
Lead the enterprise shift in talent mindset and culture to build talent cohorts for deployment across the organisation.
Build enterprise talent management capability so HRBPs can play the required talent leadership role.
Leverage emerging talent practices, market trends, competitive intelligence, business MI and analytics to assess enterprise talent capability, effectiveness, efficiency, experience and future fitness.
Embed self-service and line manager empowerment through the skills, mindsets and behaviours needed to deliver talent management ahead of demand.
Champion diversity, equity and inclusion as a business differentiator and embed it as a mindset, behaviour and practice across talent management.
Design, execute, implement and track strategic talent experience and exposure initiatives.
Deliver a data- and insight-driven approach to talent practices that provides real-time value, improves the service offering and enables strategic talent decisions.
Entrench the talent value proposition through purposeful engagement with business leaders and HR partners.
Monitor talent products and services strategically and operationally to ensure value for the group.
Build collaborative relationships with critical partners across the integrated talent value chain.

Delivery Management

Establish the multifunctional delivery capability required to implement talent objectives, using outsourced resources where needed for larger initiatives.
Implement delivery governance routines and processes for programme reporting, change requests, resource management, budgets, financial management and business case tracking.
Integrate talent management delivery, reporting and risk management into broader HR and organisational governance forums.
Identify, report and mitigate delivery and implementation risks.
Lead change management and communication planning throughout talent processes.
Lead forward-looking design thinking and process facilitation to achieve effective talent practice design and implementation outcomes.

Preferred Qualification

B-Degree in related fields e.g., Business, Psychology, etc. or equivalent relevant qualification / experience

Minimum Experience Level

• 10 years’ integrated talent management experience
• 5 years in a senior leadership role of which 3 years’ must be managing managers
• Experience in talent management across workforce segments
• Experience in the design, development, operationalisation and delivery of Talent Management products & services
• Ability to create strong, business aligned talent functions
• Proven ability to transform the talent function including building strong talent systems/technology expertise, strong process discipline
• Experience designing and implementing innovative, progressive initiatives that have had a positive impact on talent identification, attraction, development, availability (on demand) and retention
• Experience in talent metrics, data analytics and reporting, and track record of using data to impact talent practices
• Experience & proven track record defining enterprise-wide talent attraction and acquisition strategies & executing successfully on these
• Strong business acumen and solid industry and market knowledge, and an overall creative and strategic approach to talent management
• Passion for building inclusive and diverse teams (direct and indirect)
• Proven track record of influencing senior leadership and executive teams
• Demonstrated success running DE&I focused talent processes
• Excellent communication, analytical skills and decision-making ability in collaborative environments

Exposure & solid understanding of ‘Design Thinking’ methodologies and practices and their execution (beyond the textbook – into commercial environments)
• Expertise in management systems, their design, implementation & management e.g. SAP, Gloat and other etc.
• Proven track record in talent and commercial facilitation
• Expertise and or exposure to associated technical skills for product & service enablement e.g. process engineering, RPA, Machine Learning, scalable & reusable API’s, cloud based systems & integration of services
• Expertise in organisational intelligence, big data and insights
• Deep expertise & solid understanding in risk, governance & controls in talent management
• Deep expertise in regulatory requirements for talent management in financial services
• Success in delivering scalable and flexible people products & services
• Knowledge and or Experience as an agile practitioner and knowledge or experience of other delivery methodologies e.g. Kanban etc.
• Talent management domain knowledge & expertise across the people value chain. Including but not limited to: o Integrated talent management (Cross value chain expertise & influence)
• Talent Strategy
• Talent Planning & Broader strategic workforce planning
• Talent Identification
• Talent Validation and Assessment
• Talent Data & Analytics
• Talent Acquisition and associated practices e.g. EVP, Branding etc.
• Talent Pipelining / Pooling
• Talent Segmentation
• Talent Review
• People related regulation

Behavioural Competencies

Leading Change
Curiosity in Action
Entrepreneurship
Customer Focus
Ignite Passion
Financial Acumen
Building Organizational Talent
Persevere for Results
Driving Execution
Driving Innovation
Digital Acumen
Inspiring Excellence

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Please contact the Nedbank Recruiting Team at +27 860 555 566

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