Job Description

Closing Date 2024/02/04
Reference Number MMH240126-17
Job Title Organisational Effectiveness Consultant [1 x resource in Johannesburg & 1 x resource in the Eastern Cape]
Position Type Permanent
Role Family Human Capital
Cluster Metropolitan Life
Remote Opportunity Some of the time
Location - Country South Africa
Location - Province Gauteng
Location - Town / City Johannesburg and Eastern Cape [2 resources required]
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 group wide organisational effectiveness interventions that increase the effectiveness of the business and futureproof the business.
Requirements

• Post graduate degree in business, social or behavioural science

• Industrial Psychologist (preferred)

• 5-8 years experience in Human Capital

• 2-3 years experience in Organisational Effectiveness

• Exposure to the development and implementation of organisational effectiveness interventions

Duties & Responsibilities

Drive holistic organisational effectiveness solutions (Internal Process):

• Develop and drive group wide interventions that shape and embed the business culture and values in collaboration with leadership.

• Design and drive the implementation of group wide culture assessment and leverage insights to shape interventions.

• Conduct organisational diagnosis and interventions that improve organisational performance and productivity.

• Develop and implement change and organisational development strategies and initiatives to support large-scale, complex organisational change initiatives.

• Develop and drive the adoption of frameworks and tools that will enable business to drive, implement and sustain solutions.

• Design and implement diagnostic frameworks, methodologies and tools to understand existing and new strategic and cultural issues and guide the implementation of interventions to address the concerns and opportunities identified.

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

• Act as subject matter expert and provide advice on matters within area or responsibility.

• Keep abreast of trends, legislation and best practices within the organisational effectiveness field to influence and shape solutions and interventions.

• Craft and guide the implementation of organisational effectiveness solutions across the people value chain to solve business problems and contribute to strategic intent of the business.

• Create and leverage metrics to shape and inform solution design and impact metrics.

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 main business drivers in order to impact on decision making and get things done; maintains awareness of developments in the organizational structure and politics; demonstrates financial awareness; controls costs and thinking in terms of profit, loss and added value.

Stakeholder Engagement and Management: Recognizes the importance of relationships as a fundamental business resource and makes attempts to build and maintain solid working relationships with others.

Earns Trust Through Results: Earns trust with key internal stakeholders and persists through adverse circumstances. Frames complex ideas in simple and useful ways and has a credible history of delivering results.

Influencing and Persuading: The capacity to persuade, convince, influence others for the purpose of achieving desired results.

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

Change Champion: Identifies the key steps for initiating change and helps set the direction of change with clear outcomes. Helps others understand why change is important (i.e., creates a sense of urgency).

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

Analytical Thinking: Articulate, conceptualise and solve business problems by leveraging the available data, trends and insight to support decision making.

Digital Disruption: Identify opportunities to leverage digital platforms and technology to improve the organisation's efficiency, external positioning and future growth.

Outside-in Thinking: Understands the business/function from a best practice and clients perspective. Design solutions and make decisions based on what's best for the client and what meets the clients needs.

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