Job Description

Closing Date 2024/09/23
Reference Number LAN240917-2
Job Title Chief People and Culture Officer
Division People and Culture
Unit Human Resources
Job Type Classification Permanent
Location - Country South Africa
Location - Province Gauteng
Location - Town / City Centurion
Job Advert SummaryTo build a healthy work environment, develop a strong organisational culture, and support the Land Bank strategy by aligning people practices with the organisationxe2x80x99s values and goals.Ultimately accountable for formulating and operationalising best-in-class people and culture strategies that advance the overall business strategy and mandate of Land Bank.
Key Performance Areas1. 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)

2. Develop people and culture policies, processes and procedures across the Land 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.

3. 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.

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.
• Directs the creation of staffing plans in line with organisational needs:

• short-term (1 year)
• medium-term (2 years)
• long-term (3 years)

5. 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.

6. 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.

7. 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.

8. Management of Enterprise-Wide Risk and Governance requirements

• Provides assurance to the board of directorxe2x80x99s 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.

9. Executive Functions

• Chair / member of operational committees where input is relevant
• Relevant board communications and interactions

10. Divisional and People ManagementPerformance Management

• Analyse the business plan to determine the applicable deliverables and targets

Capacity Planning

• Determine the human resource requirements, in accordance with the expected deliverables and current capacity

Financial Management

• Develop and manage the divisional budget

Preferred Minimum Education and Experience * Postgraduate qualification in Human Resources

• 5 years executive management-level experience in human resource management within a financial institution or a medium to large corporate entity.
• 5 years executive or senior management experience in human resource development.

Critical Competencies * Business Environment

• Change Management
• Legislation related to employment relations
• People and culture practices, policies and procedures
• Organisational Design and Development

Additional Requirements * Knowledge of the following pieces of legislation

• Public Finance Management Act (PFMA)
• Land Bank Act
• Basic Conditions of Employment Act (BCEA)
• Labour Relations Act (LRA)
• Skills Development Act (SDA)
• Employment Equity Act (EEA)

Land Bank