Job Description

Closing Date 2024/02/04
Reference Number MMH240126-16
Job Title Head: Organisational Effectiveness [Cape Town]
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 Cape Town
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 12 African countries including, Namibia, Botswana, Kenya, Ghana, Nigeria, Lesotho, and Swaziland. 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.

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Role Purpose

Develop and oversee the implementation of holistic organisational effectiveness solutions that increase the effectiveness of the business and facilitate the engagement of employees in order to empower the business to achieve its objectives.
Requirements

• Postgraduate Degree in Human Resources/Industrial Psychology

• Registered psychometrist (Independent Practice)

• 5-7 years organisational effectiveness experience within an insurance or financial services environment

• Exposure to the development and implementation of organisational design and development interventions

• 3 years management experience

Duties & Responsibilities

Design and develop holistic organisational effectiveness solution (Internal Process):

• Keep abreast of trends, legislation and best practices within the organisational development field in order to optimise service offering and delivery.

• Collaborate with the relevant stakeholders in order to identify and develop organisational effectiveness interventions in support of business initiatives in line with MMHs frameworks.

• Contribute to the development of MMH organisational effectiveness frameworks and solutions in order to ensure group wide frameworks incorporate the relevant business requirements.

• Partner with business leaders and HR team to develop and implement value adding organisation effectiveness practices including succession planning, talent pool development, capability assessments, skills inventory and developmental assessments in line with MMH frameworks.

• Align organisation effectiveness interventions with the business objectives and employees personal goals and growth and ensure organisation effectiveness integrates and supports the HR function.

• Use psychometric assessments to inform individual, function and/or organisational effectiveness strategies and plans in order to build an effective organisation and teams.

• Collaborate with HR team to identify, develop and facilitate organisation effectiveness programs and initiatives to address organisational effectiveness gaps in accordance with the organisation effectiveness strategy.

• Design and manage the implementation of change management methodologies and culture building initiatives aimed at supporting leaders and employees through business transformation in line with the business values.

• Design and manage the implementation of career management methodologies and utilise psychometric assessments to guide career progression engagements with leaders and employees in order to identify, deploy, motivate and energise talent.

• Collaborate with stakeholders to design, develop and implement leadership development interventions in line with MMH leadership framework.

• Design and manage the implementation workforce diversity programs that focus on facilitating understanding between groups in order for the business diversity to become a competitive advantage and increases productivity and work satisfaction.

• Act as trusted coach and advisor to leaders in the business on organisation development related issues.

• Build and maintain effective business relationships with all key stakeholders by initiating and maintaining regular interactions.

• Provide one-on-one coaching to leaders and monitor performance improvement interventions in order to evaluate effectiveness of the intervention.

Assess the effectiveness and enhance the impact of organisational effectiveness solutions (Internal Process):

• Effectively use diagnostic tools and monitor business results to determine the success of interventions and to design new interventions.

• Oversee organisation assessments and provide leadership with necessary recommendations to improve employee engagement, productivity and organisational effectiveness.

• Implement action research methodologies for assessment and problem solving aimed at improved effectiveness for the entire organisation or specific work units.

• Design and drive the implementation of organisation effectiveness reporting tools that will enable a higher quality of leadership decision making regarding employees.

• Continuously strive to enhance and improve the impact of organisation effectiveness interventions and service offering.

• Identify organisation effectiveness process issues, analyse external benchmarks, and develop solutions to determine the best operational course of action.

• Identify, monitor and manage organisation effectiveness related risks in partnership with business heads.

• Partner with the HR team in initiating and improving the effective delivery of HR solutions, while integrating and sharing best practices.

Enable client centricity within area of responsibility (Client Services):

• Provide authoritative, expertise and advice to clients and stakeholders.

• Build and maintain relationships with clients and internal and external stakeholders.

• Contribute to the process of negotiating objective and realistic service level agreements, monitor appropriateness and recommend adjustments.

• Define service practices which build rewarding relationships, encourage innovation and allows others to provide exceptional client service.

• Deliver on service level agreements made with clients and internal and external stakeholders in order to ensure that client expectations are managed.

• Make recommendations to improve client service and fair treatment of clients within area of responsibility.

• Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service.

Effectively lead team (People):

• Create a positive work climate and culture to energise employees, give meaning to work, minimise work disruption and maximise employee productivity.

• Demonstrate exemplary leadership behaviour, through personal involvement, commitment and dedication in support of organisational values.

• Select and recruit suitably qualified talent in line with Employment Equity principles and MMH values.

• Drive a culture that guides and directs best practice, fostering an environment of continuous learning, improvement and cohesiveness.

• Enable a learning and growth culture whereby information regarding successes, issues, trends and ideas are actively shared between team members.

• Execute effective workforce planning practices to ensure that staffing requirements are accurately forecast.

• Identify employee growth and development needs and schedule interventions to enable ongoing development, training and personal growth.

• Effectively manage performance within the team in order to ensure business objectives are achieved.

• Encourage innovation, change agility and collaboration within the team.

Manage budget and implement sound financial controls (Finance):

• Control the budget for area, including the authorisation of expenditures and implementation of financial regulations.

• Manage high risk and problematic financial issues in area of accountability and contribute to the development of policy.

• Identify solutions to enhance cost effectiveness and increase operational efficiency.

• Implement and manage financial risk methodologies, techniques and systems and use to monitor and report on financial activities.

• Implement and provide feedback on the effectiveness of financial policy, practice and procedures preventing illegal, unethical or improper conduct.

• Implement risk management, governance and compliance policies in own practice area, to identify and manage governance and risk exposure liability.

• Investigate reported wilful acts of non-compliance to organisation policy and practice and report on findings.

Competencies

Business Acumen: Understands how the business operates, what the key issues and risks are that drives business success; and how they impact on the commercial viability of potential ventures and the profitability of the Group.

Client/Stakeholder Commitment: Client/Stakeholder Commitment: Anticipates, meets and exceeds clients needs by creating long lasting relationships that support the client value proposition, supports their financial wellness and ensures client centricity.

Drive for Results: Drive a sense of urgency, focus, accountability, agility and execution to deliver business results.

Leads Change and Innovation: Actively leads change, does what is right for the business and drives continuous improvement through innovation.

Motivating and Inspiring Team: Creates and maintains an open, positive working environment by generating commitment, building trust, a shared sense of purpose, and empowerment in others and encouraging them to contribute to the best of their ability.

Strategic Thinking: Creates competitive and breakthrough strategies to drive short term profitability and long-term business growth and shareholder value.

Collaboration: Prioritises the business interests of MMH and invests in the success of the group by aligning effort across divisions.

Impact and Influence: Persuades, convinces, influences and inspires others, both within MMH and externally to win support, loyalty and gain commitment to the purpose of MMH.

Self-Awareness and Insight: Manages self and relationships with others effectively and provides perspective in difficult situations.

Diversity and Inclusiveness: Is sensitive to individual and cultural similarities and differences and demonstrates humility and an openness to engage people from diverse backgrounds and cultures to the mutual benefit of all parties concerned.

Growing Talent: Takes responsibility for own development; and actively mentors, coaches and develops talent in others. Builds leadership bench strength for MMH by providing opportunities and experiences to develop skills, competencies and business knowledge.

Policy

We are committed to Employment Equity, diversity and inclusion when recruiting internally and externally. All appointments are made in alignment to our Employment Equity goals and we encourage people with disabilities to apply.

Momentum Metropolitan