About the position
1.Develop the people and culture strategy aligned to the land bank strategy and corporate plan; and define the people and culture delivery model:
- Translates the Land Bank strategy into practical strategies, policies and programmes to
determine the 3 to 5-year vision/strategy for the People and Culture division
- Keeps abreast of:
- Changes in applicable legislation/regulations
- Trends and best practices in People and Culture management and development (both locally and internationally)
- Determines which best practices to adopt and adapt to meet Land Bank's strategic objectives.
- Executes the strategy ensuring that the business has the most applicable, up to date resources to facilitate the establishment and growth of the business.
- Manages the strategy and plan in accordance with the proposed outputs
- Monitors the implementation of the plan; evaluating and reviewing as is necessary.
- Drives innovation in People and Culture practices.
- Formulates People and Culture Plans to implement strategy and discuss the implementation thereof with the relevant role players.
- Champions a People and Culture function aimed at enabling the Land Bank's vision, thereby delivering the business strategy and the underlying tactical plans.
- Controls the updates and changes to the People and Culture operating model and approach to suit changing business needs.
- Designs the People and Culture divisional structure to support the Bank strategy.
2.Develop people and culture policies, processes and procedures across the Bank
- Oversees and monitors the development of People and Culture policies based on the strategy and submits to role players for input, finalises for adoption in terms of company procedures and manages the implementation in terms of the auditing processes.
- Enforces adherence to policies, processes and procedures.
- Maintains the relevance of policies and procedures to the Land Banks changing business
- Ensures all People and Culture policies and processes are in line with relevant local statutory requirements.
Directs the update of policies in line with audit requirements and findings to mitigate risks
Lead talent management, succession planning, employee development and farmer development
Manages the engagement and development of Leadership in the Bank.
- Formulates a robust succession planning and talent framework for the bank.
- Oversees the development of the Talent framework to ensure skills are developed and grown within the business; aligning talent management requirements of the Land Bank and in line with the overall People and Culture strategy.
- Assesses talent requirements across the Land Bank in line with organisational requirements and aligns talent development strategies to accommodate needs
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- Oversees the establishment of an effective and market-leading Farmer Academy for the development of farming clients.
4.Lead people and culture business partnering:
- Leads the implementation of the succession planning and talent framework; with the creation of talent pipelines and establishment of Career Development Management methodologies and tools.
- Oversees the development of Employee Relations strategies and policy/conditions of service in line with the People and Culture Strategy, encompassing:
- Employee Relations
- Grievance and Disciplinary procedures
- Aligning Employee Relations policy and conditions of service to relevant labour
legislation (i.e. BCEA, LRA, EEA)
Lead performance management, rewards and recognition
Recommends remuneration strategy to Exco, Land Bank Board and People and Culture Committee.
- Accountable for the development of pay models and changes and amendments to salaries across the Land Bank.
- Oversees and signs off on employee reward and recognition matters (e.g. employee benefits, salary increases, performance rewards, long service awards, and the like).
- Develops job and competency profiling strategies.
Takes accountability for the implementation of an effective performance management system as well as cascaded objectives across the Land Bank.
Lead people and culture administration and operations
Identifies and sponsors People and Culture system developments and requirements.
- Develops and manages the implementation of People and Culture administration processes to ensure operational efficiency.
- Defines parameters and frameworks for external providers and practitioners in alignment with BBBEE status requirements.
- Ensures that payments are paid on time, accurately and within the remuneration management policies and processes.
- Ensures effective records management.
- Defines the standards to guide the development, implementation and maintenance of an
Appropriate and effective electronic People and Culture administration system..
Stakeholder Relationship Management
Develops and maintains relationships with Shop Stewards and union officials in order to facilitate all related People and Culture processes.
- Establishes and maintains relationships with all internal customers in order to facilitate meeting People and Culture objectives.
- Maintains sound partnership relationships with Trade Unions and provides input in the collective bargaining process.
- Influences policy relating to Labour Matters with external and Internal Stakeholders.
Represents the Land Bank at external meetings discussing human resources issues
Management of Enterprise-Wide Risk and Governance requirements
Provides assurance to the board of director's that the proper systems and actions are in place to identify and manage business risks and that such risks are within the guidelines established by the board of directors.
- Ensures that the company complies with all relevant human resources/employment legislation and corporate governance standards specifically relating to Financial, and Commercial activities.
- Supports the CEO in setting the ethical tone of the company, including directly overseeing the administration and implementation of, and the compliance with, the company's code of business conduct.
- Manages and mitigates People and Culture risks and maintains a detailed and defined risk register for the division
Sets the People and Culture governance approach and framework and enforces adherence.
Executive Functions
Chair / member of operational committees where input is relevant
- Relevant board communications and interactions
- Provide/source ad hoc advice to meet organisational requirements
- Play a key role in developing and implementing strategy and objectives for designated business area
- Facilitate client interaction across the Land Bank
- Provide direction and management to the direct reports to ensure they execute the divisional strategy and manage their portfolios effectively
- Take overall responsibility for the implementation of the Human Capital Strategy in the Division
- Ensure that there are sufficient execution capabilities within the Division
- Contribute to building synergies and cooperation across Divisions in the Bank
- Where required represent the Bank in fiscal, legal, regulatory and/or trade entities or other relevant entities
Influence policy relating to areas of focus
Divisional and People Management
Performance Management
Analyse the business plan to determine the applicable deliverables and targets
- Compile the Performance Management documentation in collaboration with the staff member in terms of:
- Job Profile requirements
- Key Performance Areas
- Personal Development Plan
- Conduct performance planning session and Track and monitor performance in accordance with performance contracts
- Conduct performance reviews in accordance with policies and procedures and take corrective actions where necessary
- Provide coaching and feedback to employees on how to improve and sustain their performance
ACADEMIC QUALIFICATIONS
- Minimum Postgraduate qualification in Human Resources
- Ideal -MBA
RELEVANT EXPERIENCE
- Executive management-level experience in human resource management within a financial institution or a medium to large corporate entity-5Years
- Executive or senior management experience in human resource [URL Removed] Years
Desired Skills:
