Head Of Learning & Organization Development | Sandton

Our client is looking for an individual to take on the role of the Head of Learning and OD, in which this successful individual’s duty is to advise on and integrate learning and organisational development best practices into business strategy and the HR value chain, in line with the business needs at a strategic and tactical level.

Job Responsibilities:

• Act as a custodian of the company’s culture through living and encouraging the team to live the company’s values. Encourage staff participation in culture surveys and ensure action plans are designed addressing identified gaps in line with the company’s culture and values. Ensure transformational targets are met. Contribute to the company’s vision of transforming the nation.
• Ensure continued performance improvement through reviewing of work processes and practices and addressing any identified gaps. Manage team capacity by creating a multi-skilled team and by ensuring that service levels are maintained.
• Act as a strategic partner to line management. Build trust, credibility and obtain buy-in from stakeholders. Ensure appropriate vendor selection. Foster healthy trusting relationships. Ensure vendors understand the company business strategy and enable appropriate service delivery. Deliver business solutions that are relevant and current. Assist in the provision of a holistic People Management service to the business. Meet business needs and partner with relevant stakeholders.
• Deliver on agreed Strategic and Operational L and OD projects and manage their implementation. Coach and mentor relevant stakeholders and co-create a positive work environment aligned to the company’s vision and values. Ensure service delivery to the business by tracking and monitoring progress of the team. Build credibility of the team by addressing escalated matters without disempowering the team. Empower team to deliver on assigned tasks and assist in overcoming work obstacles. Devise solutions and manage risks.
• Ensure regulatory tracking, executive decision making and progress against plan and budget tracking. Ensure direct reports understand and support the company’s vision, values and strategy. Enable correct people-related decisions by ensuring that relevant HR communication is filtered through to stakeholders.
• Design and drive delivery of the Strategic Workforce Plan for the Cluster. Assess own performance and behaviour. Achieve personal and professional growth and execute own planned development. Build depth of skills and knowledge in the team.
• Take the lead on the enablement and implementation of Leadership Development.

Education:

• Post Graduate in Industrial Psychology, Leadership or Change Management.

Experience:

• 8 years working experience in at least two of the following disciplines: Organisational Development, Change Management and Learning of which 5 years financial services experience in a senior role.

Technical / Professional Knowledge:

• Alternative learning strategies
• Budgeting
• Business administration and management
• Business principles
• Business terms and definitions
• Capacity planning
• Change management
• Client service management
• Communication Strategies
• Diversity management
• Employee training/development
• Financial Accounting Principles
• Governance, Risk and Controls
• Group instruction and facilitation methods
• Leadership development
• Methods for measuring training effectiveness
• Organisational behaviour theory
• Principles of project management
• Relevant regulatory knowledge
• Stakeholder management
• Strategic planning
• Talent management
• Training design
• Training effectiveness principles
• Business writing skills
• Management information and reporting principles, tools and mechanisms
• Understanding the HR value chain and how things fit together
• Internal Marketing principles and methodologies

Behavioural Competencies:

• Building Partnerships
• Continuous Learning
• Customer Focus
• Decision Making
• Building talent
• Facilitating Change