Head Human Capital - JHB Fox Street at Human Capital
PNet (Pty) Ltd
Johannesburg, ZA
9d ago

Description

Head Human Capital - JHB Fox Street (#25846) at Human Capital

MMI Holdings Limited (MMI) is a South African based financial services group listed on the South African stock exchange, the JSE.

The group operates in the market through several client-facing brands including Metropolitan and Momentum, South Africa’s number one cell captive insurer Guardrisk and wellness & rewards programme Multiply.

MMI operates on the African continent, United Kingdom, and India through a direct presence, strategic partnerships and joint ventures.

MMI’s purpose is to improve the lifetime Financial Wellness of people, their communities and their businesses. Financial Wellness is a continuous process of planning and management for individuals, households and businesses, with the aim of affording expenses and achieving goals over one’s lifetime.

Our promise to our clients is to be their Financial Wellness partner over this life-long journey, using our expertise and solutions to help them develop and reach their goals.

Visit us at URL Disabled .

INTRODUCTION

Metropolitan is one of the oldest financial services brands in South Africa. With a 116 year legacy of serving the communities in which it operates, Metropolitan represents true empowerment in serving Africa’s people through affordable financial solutions that create financial growth and security.

Metropolitan operates in South Africa, but the brand is also present in 12 African countries including, Namibia, Botswana, Kenya, Ghana, Nigeria, Lesotho, and Swaziland.

Metropolitan provides financial wellness solutions that meet the needs of low income clients, including funeral insurance, health, savings, hospital cash-

back cover, retirement solutions and life insurance.

ROLE PURPOSE

Lead HR Business Partners in order to successfully partner with business in order to assess business requirements and develop and implement holistic HR solutions that empower the business to achieve its objectives

REQUIREMENTS

  • Degree in Human Resources / Industrial Psychology or related field
  • Post graduate degree in Human Resources / Industrial Psychology (preferred)
  • 7-10 years HR generalist experience within an insurance or financial services environment
  • 3 years management experience
  • RESPONSIBILITIES AND WORK OUTPUTS

  • Keep abreast of trends, legislation and best practices within the HR industry in order to optimise service delivery.
  • Develop partnerships with business leaders in order determine their HR requirements and propose innovative HR solutions that are aligned with MMI’s frameworks.
  • In collaboration with the relevant HR COE and team develop, plan and implement HR solutions across the employee lifecycle that are aimed at empowering the business to achieve its business objectives.
  • Encourage collaboration and integration with the HR Business Partners within PFA in order to deliver holistic solutions.
  • Provide guidance to business leaders in aligning business requirements with HR solutions in medium and long term execution plans.
  • In collaboration with the relevant HR team develop and implement innovative HR solutions aimed at managing organisational change, engaging employees, increasing organisational effectiveness and strategic managing talent.
  • Provide advice and guidance on HR issues in order to effectively support the business and manage risk.
  • Provide guidance to business leaders regarding talent management practices and performance management initiatives.
  • Collaborate with business leaders to influence and empower leader to achieve Employment Equity plans and targets.
  • Monitor delivery of Employment Equity for PFA through recruitment and talent management practices and provide consolidated Employment Equity status updates and reports.
  • Oversee the implementation of sound employee relations practices and oversee the resolution of employee relations matters.
  • Support a business culture that is consistent with the vision, purpose and values of the organisation.
  • Oversee the effective and accurate management of HR administration, remuneration and employee benefits processes.
  • Act as trusted coach and advisor to leaders in the business on HR related issues.
  • Build and maintain effective business relationships with all key stakeholders by initiating and maintaining regular interactions.
  • Manage and control the accuracy and integrity of HR data for PFA and ensure HR governance practices are adhered to.
  • Oversee the implementation of HR metrics in area of responsibility to measure the impact and successful implementation of HR solutions for PFA.
  • Analyse and consolidate relevant HR metrics for PFA in order to provide leaders with trends and insights.
  • Conduct root cause analysis of risks and create action plans to mitigate risks.
  • Manage the assessment of the return on investment of HR solutions and make recommendation to enhance HR solutions and service delivery within PFA.
  • Assess the overall HR service delivery for PFA by maintaining regular interactions with business stakeholders.
  • Compile and submit HR scorecards, monthly reports and other related metrics for PFA as required.
  • Partner with HR COEs in initiating and improving the effective delivery of HR solutions, while integrating and sharing best practices.
  • Provide authoritative, expertise and advice to clients and stakeholders
  • Build and maintain relationships with clients and internal and external stakeholders
  • Contribute to the process of negotiating objective and realistic service level agreements, monitor appropriateness and recommend adjustments
  • Define service practices which builds rewarding relationships, encourages innovation and allows others to provide exceptional client service.
  • Deliver on service level agreements made with clients and internal and external stakeholders in order to ensure that client expectations are managed
  • Make recommendations to improve client service and fair treatment of clients within area of responsibility
  • Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service
  • Create a positive work climate and culture to energise employees, give meaning to work, minimise work disruption and maximise employee productivity.
  • Demonstrate exemplary leadership behaviour, through personal involvement, commitment and dedication in support of organisational values.
  • Select and recruit suitably qualified talent in line with Employment Equity principles and MMI values
  • Drive a culture that guides and directs best practice, fostering an environment of continuous learning, improvement and cohesiveness.
  • Enable a learning and growth culture whereby information regarding successes, issues, trends and ideas are actively shared between team members.
  • Execute effective workforce planning practices to ensure that staffing requirements are accurately forecasted
  • Identify employee growth and development needs and schedule interventions to enable ongoing development, training and personal growth.
  • Effectively manage performance within the team in order to ensure business objectives are achieved
  • Encourage innovation, change agility and collaboration within the team
  • Support the building of the team’s capability in order to ensure that the team is equipped to strategically partner with business and provide leading solutions.
  • Control the budget for area, including the authorisation of expenditures and implementation of financial regulations.
  • Manage high risk and problematic financial issues in area of accountability and contribute to the development of policy.
  • Identify solutions to enhance cost effectiveness and increase operational efficiency.
  • Implement and manage financial risk methodologies, techniques and systems and use to monitor and report on financial activities.
  • Implement and provide feedback on the effectiveness of financial policy, practice and procedures preventing illegal, unethical or improper conduct.
  • Implement risk management, governance and compliance policies in own practice area, to identify and manage governance and risk exposure liability.
  • Investigate reported wilful acts of non-compliance to organisation policy and practice and report on findings.
  • Business Acumen
  • Client / Stakeholder Commitment
  • Drive for Results
  • Leads Change and Innovation
  • Motivating and Inspiring Team
  • Strategic Thinking
  • Collaboration
  • Impact and Influence
  • Self-Awareness and Insight
  • Diversity and Inclusiveness
  • Growing Talent
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