Job Description

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.www.metropolitan.co.za
Role PurposePartner with business and leadership to inform and implement the Human Capital agenda that enables business objectives and goals aligned to the Human Capital strategy.
Requirements

• Bachelors degree in HR, Social or Behavioral Sciences or equivalent.
• At least 5 years HR Business Partner or HR Advisory experience.
• Knowledge of and experience in HR practices and legislation.

• Engage and partner with business to understand their needs to develop and implement integrated tactical and operational people plans and HC solutions in response to business and people challenges.
• Collaborate with stakeholders, HC, COEs and HC Enablement to develop and implement initiatives aimed at optimising and managing organisational design, organisational effectiveness, employee engagement and retention.
• Partner with HC teams to deliver effective, efficient, integrated and value-added HC solutions to business in line with business needs.
• Drive the implementation and adoption of various HC practices and processes using various tools such as facilitating sessions to educate employees and line managers on these practices.
• Promote efforts to measure employee satisfaction and climate within supported client groups and facilitate action planning to improve employee engagement and overall workplace culture.
• Advise, coach and support managers on the wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes.
• Identify training and development initiatives to address any learning or development challenges in line with business needs.
• Provide leadership, consultation and advice to business in the areas of workforce planning, talent management, succession planning, onboarding and performance management to align the needs of the business to the workforce.
• Support business in the implementation of people practices in line with People Strategies and the operational needs of the business.
• Keep abreast of industry trends and best practice to optimise service offering, ensure compliance and mitigate risk.

• Business Acumen
• Client Commitment
• Drive for Results
• Leads Change and Innovation
• Collaboration
• Impact and influence
• Self-awarness and Insight
• Diversity and Inclusiveness

Momentum