Dis-Chem Pharmacies’ in Midrand has an opportunity available for an OD & Talent Manager to join the HR team. The main purpose of this role will be to design and implement strategies that optimize organizational design, talent and performance management. Ensure that the organization is equipped with the right talent to achieve strategic goals, builds a high-performance culture and aligns initiatives with measurable outputs.
Minimum Requirements…
Essential:
- Tertiary Qualification in Human Resources, Industrial Psychology or a related discipline
- Registered Industrial Psychologist
- Minimum of 5 – 8 years’ Organizational Design, Talent & Performance experience. 3 years managerial experience
Advantage:
- Postgraduate degree in relevant discipline
- Previous HR/OD/Talent experience in the Retail / FMCG industry
Job Specification...
Organisation Design & Workforce Planning:
- Develop and implement workforce planning strategies to forecast short-term and long-term staffing needs aligned with business goals.
- Analyze workforce data and trends to identify gaps in skills, headcount, and talent pipelines and drive workforce optimization initiatives, including succession planning, role realignment, and org design.
- Design and implement organizational design practices, aligned with business structures, processes, and roles.
- Manage job evaluation practices, develop job descriptions and management of the job grading for the group.
- Act as a SME supporting HR teams and department managers in initiating organizational design practices and changes.
Talent Management:
- Develop and implement an integrated talent management framework that drives alignment with business objectives.
- Develop and manage competency frameworks to align employee skills with organizational needs.
- Leverage competency assessments to drive targeted talent development and succession planning initiatives.
- Implement strategies to attract, retain, and develop top talent across the group and partner with various HR COE teams to execute on this.
- Lead the annual Talent Review process, using relevant tools to assess current talent and forecast future needs.
- Ensure a robust talent pipeline by creating career development pathways, acceleration programs, and leveraging external pipelines.
- Implement talent retention strategies to reduce turnover and retain high performers, with measurable outcomes.
- Partner with L&D to establish tailored development plans for high-potential employees, tracking and reporting on progress and impact.
- Support deployment and application of talent and competency development programmes.
Talent Assessment:
- Drive data-driven talent assessments to optimize workforce capabilities and support strategic decision-making.
- Design and implement comprehensive assessment tools such as psychometric evaluations, 360-degree feedback, stay interviews, and exit interviews to inform talent strategies.
- Utilize talent intelligence analytics to derive actionable insights for workforce planning and performance optimization.
- Develop post-assessment action plans to guide career development and succession planning for employees who have conducted assessments.
Performance Management:
- Drive the development and roll-out of the organization’s performance management system, ensuring it effectively aligns individual performance with organizational goals.
- Drive the implementation of performance appraisal processes, continuous feedback mechanisms, and performance improvement plans.
- Partner with HR Business Partners and line managers to address performance gaps and create tailored development plans.
- Utilize data analytics to measure and report on performance trends, providing insights for strategic decision-making.
Change Management & Employee Engagement:
- Support change management initiatives related to Org Design, talent management, and performance optimization.
- Foster a culture of continuous improvement by promoting employee engagement and performance excellence.
- Design and implement initiatives to enhance employee experience, including recognition programs and engagement surveys.
Continuous Improvement:
- Ensure that Org Design, Talent, and Performance initiatives effectively align with the group's strategic priorities by developing, assessing, and evaluating meaningful performance indicators.
- Develop and implement assessment tools to measure the effectiveness of departmental objectives and their impact on desired business outcomes.
- Drive and promote a culture of continuous improvement within OD, Talent, and Performance practices.
- Assess and diagnose ineffective practices that hinder talent and organizational culture and identify solutions to address and mitigate these challenges.
- Lead impactful initiatives to enhance team effectiveness, ensuring that processes, programs, and strategies continually evolve to support business goals.
Stakeholder Management:
- Partner with HR Business Partners and management teams to ensure a consistent approach to OD practices in the group.
- Build and foster excellent working relationships across departments to understand requirements and ensure employees are engaged across multiple disciplines and departments.
- Work cooperatively and constructively with multiple stakeholders including HR, Marketing and other stakeholders.
Reporting and Administration:
- Provide regular reports and insights to managers on workforce trends and organizational effectiveness.
- Provide data and insights to HR management and business leaders by analyzing relevant data across OD processes and programmes.
- Compile monthly and periodic OD reports, updating on the delivery of key projects that highlight any areas of concern or opportunities for improvement.
Team Management:
- Assess and manage the OD team to continually improve processes and outcomes.
- Promote a robust culture of accountability, innovation, and performance management across the customer care department, whilst modelling the company’s values.
- Assist in setting objectives for the team and tracking progress.
- Assist in facilitating the creation of accountable, full-service teams who understand and strive to meet the needs of all stakeholders.
Competencies...
Essential:
- Knowledge Organisation Development/HR Principles.
- Makes timely, informed decisions that take into account the facts, goals, constraints, and risks. Identifies, collects, and organizes data for analysis and decision-making.
- Presents a clear vision about what needs to be achieved. Understands and analyzes current position and resources required to execute.
- Communicates in a confident and forceful manner in order to achieve the required goal without being aggressive.
- Builds constructive working relationships characterised by a high level of acceptance, cooperation, and mutual respect.
- Demonstrate an underlying drive to ensure that quality is not compromised. Corrects mistakes and takes action to ensure they do not re-occur.
- Adapts to changing business needs, conditions, and work responsibilities. Able to effectively deal with change and diverse people.
- Enforces governmental laws, rules, and regulations, and initiates enforcement actions in a way that the public perceives as fair, objective, and reasonable.
- Manages employees in ways that improve their ability to succeed on the job.
- Essential: Computer Skills – Microsoft Office: Word, Excel, PowerPoint and Outlook, SuccessFactors.
Special conditions of employment...
- South African citizen
- MIE, clear criminal and credit
- Driver’s license and/or own reliable transport
- Occasional traveling
Remuneration and benefits...
- Market-related salary
- Medical aid
- Provident fund
- Staff account
ONLY SUCCESSFUL APPLICANTS WILL BE CONTACTED. IF YOU HAVEN'T BEEN CONTACTED WITHIN TWO WEEKS AFTER THE CLOSING DATE CONSIDER YOUR APPLICATION AS UNSUCCESSFUL.
Dis-Chem Pharmacies is an equal opportunity employer. Dis-Chem’s approved Employment Equity Plan and targets will be considered as part of the recruitment process aligned to Dis-Chem’s Employment Equity & Transformation Strategy. Dis-Chem actively supports the recruitment of People with Disabilities.
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