Executive Head Of Human Capital

Closing Date 2024/05/02

Reference Number MMH240424-13

Job Title Executive Head Of Human Capital

Position Type Permanent

Role Family Human Capital

Cluster Metropolitan Life

Remote Opportunity Some of the time

Location - Country South Africa

Location - Province Western Cape

Location - Town / City Bellville

Introduction

Metropolitan is one of the oldest financial services brands in South Africa. With a 125-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 7 African countries including, Namibia, Botswana, Kenya, Ghana and Lesotho. 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.

Visit us: www.metropolitan.co.za

Role Purpose

Overseeing and optimising the end to end human capital value chain within Metropolitan Life, member of Momentum Metropolitan group to ensure the effective management and development of its workforce, through the aligning of human capital strategies with business objectives to drive organisational success.

Requirements

Post-graduate degree in Psychology or related Human Capital field or Business Administration
8-10 years HC business consulting experience in a senior level
A deep understanding of HC principles, practices, and human behaviour
Sound experience of Strategy formulation, Culture transformation, Talent management & succession strategies, Organisational development practices, learning and development,
Registered with Health Profession Council of South Africa (HPCSA) as a Psychometrist or Industrial Psychologist advantageous
Knowledge of ethical standards and practices in human capital, including confidentiality, data privacy, and ethical decision-making.
Knowledge of relevant labour laws, regulations, and employment equity requirements.
A solid understanding of business principles, industry trends, and the competitive landscape.
Awareness of the financial aspects of human capital, budgeting, and cost management.
Staying updated on emerging trends, best practices, and innovations in human capital management.

Duties & Responsibilities

Process

Build strategic partnerships with business leaders to understand business priorities and requirements and align Human Capital (HC) strategies accordingly, resulting in effective collaboration and shared understanding.
Provide a clear and consistent Human Capital (HC) partnering value proposition that is aligned to and forms an integral part of the strategic intent of the organisation, ensuring a compelling case for HC involvement and integration.
Develop and implement innovative Human Capital (HC) strategies and goals that effectively communicate and support the organisation's vision and strategic objectives, leading to a proactive and forward-thinking approach to HR initiatives.
Influence the design and development of Human Capital (HC) practices, policies, and projects across the employee lifecycle that are aligned with business priorities, resulting in a cohesive and integrated approach to HR management and practices.
Prioritise and implement the Recruitment, Selection, Induction, and Onboarding (RSIO) practice within the division, ensuring strategic alignment, equipping the Human Capital (HC) team, and driving the adoption of best practices, leading to a streamlined and effective talent acquisition process.

Client

Build and maintain effective business relationships with all key stakeholders by initiating and maintaining regular interactions, resulting in strong partnerships and collaboration across the organisation.
Act as a trusted coach and advisor to leaders in the business on Human Capital (HC)-related issues, providing valuable insights and guidance that contribute to informed decision-making and improved HR practices.
Foster a business culture of high performance and inclusivity, consistent with the vision, purpose, and values of the organisation, cultivating an environment that aligns with organisational goals and promotes employee engagement and satisfaction.
Keep abreast of trends, legislation, and best practices within the Human Capital (HC) industry to enhance and streamline the function, ensuring that HR practices remain current, compliant, and effective in supporting business needs.

People

Promote a culture of high performance and inclusivity, engaging with senior leaders to position employee recognition as a key enabler of strategy and performance, resulting in increased motivation and productivity.
Promote employee wellness and the employee value proposition (EVP) as a key Human Capital (HC) priority, providing insights and input to enhance the employee value proposition based on business priorities and people trends in the division, leading to improved employee satisfaction and retention.
Provide advice and guidance on complex Human Capital (HC) issues to effectively support the business and manage risk, ensuring HC decisions are informed, compliant, and aligned with organisational goals.
Drive the implementation of innovative Human Capital (HC) solutions aimed at managing organisational change, engaging employees, increasing organisational effectiveness, and strategically managing talent, resulting in a resilient and adaptable workforce that supports business success.

Finance

Drive data integrity standards for Human Capital (HC) data and ensure Human Capital (HC) governance practices are adhered to, establishing reliable and accurate HC data for effective decision-making and reporting.
Oversee the compilation of Human Capital (HC) scorecards, monthly reports, and other related metrics as required, providing insights into HC performance and contributing to data-driven decision-making.
Evaluate the return on investment of Human Capital (HC) solutions and drive the enhancement of Human Capital (HC) solutions and service delivery, ensuring HR initiatives deliver measurable value and are continuously improved for optimal impact.
Assess Human Capital (HC) service delivery by maintaining regular interactions with business stakeholders, evaluating HC effectiveness and identifying areas for improvement to enhance HC service delivery and stakeholder satisfaction.

Competencies