Job Responsibilities

Strategic Leadership and Guidance

• Partners with the CEO and Executive team to executive HR strategies aligned to strategic objectives of the business.
• Provides Strategic HR insights to facilitate business decisions and drive sustainable growth.
• Lead the transformation and repositioning of HR discipline to support core needs of the business.
• Develops and champions the overall HR vision, mission, and strategic roadmap that directly contributes to Postbank’s financial and operational success

Repositioning HR Discipline as a Trusted Strategic Business Partner

• Ensures HR develops strategies aimed at supporting the business in attracting, developing, motivating and retaining best talent while fostering performance and values driven culture aligned to organizational values and mission.
• Acts as a credible and influential advisor to business leaders, proactively identifying human capital needs and developing innovative HR solutions to achieve business outcomes.

Organisational Culture Transformation.

• Provide leadership and key insights to guide Postbank Culture Transformation Journey. Ensuring there is a clear roadmap that is supported by detailed plans that guide execution against strategic commitments of the APP and Corporate Plan. Diversity and inclusion are integrated in the ways of work.
• Drives initiatives that embed Postbank’s values and desired behaviours across all levels of the organization, fostering an inclusive, high- engagement, and productive work environment.

Talent Management & Organisational Development

• Provides strategic insights in the development of talent management strategies including talent acquisition, development, deployment and retention. (Including Succession Planning and Management). Drive the change management initiatives that supports org transformation, learning and growth.
• Develops and implements robust talent pipelines, succession plans, and leadership development programs to ensure a continuous supply of skilled professionals capable of meeting future business demands.

Performance Management and Team Development

• Implements performance management process, facilitate training interventions to drive achievement of business goals. Promotes high-performance culture. Set KPI’s for direct reports to ensure they are aligned to drive execution of annual committed business objectives.
• Establishes a framework for continuous feedback, coaching, and development, ensuring individual and team performance aligns with organizational goals and drives accountability.

Compensation and Benefits, Employee wellness

• Ensures Postbank provides competitive and equitable remuneration and benefits strategies that supports overall wellness and retention in the business.
• Designs and manages total rewards strategies that attract, motivate, and retain top talent, while ensuring internal equity and external competitiveness. Champions employee wellness programs that enhance physical, mental, and financial well-being.

Stakeholder Engagement and Management

• Shape and set the HR agenda at Exco and Board level through building credible stakeholder relationships with members of the Exco team, Board, DCDT, Exco and Trade unions etc.
• Manages complex employee relations, fostering constructive dialogue and partnership with trade unions and other representative bodies to ensure a harmonious and productive work environment. Represents Postbank effectively in industry bodies and associations.

Governance, Risk and Assurance

• Ensure the efficient management of HR related governance, risk and assurance in accordance with applicable stipulations of the LRA, BCEA, PFMA, Banks Act, Postbank Act, Corporate governance and in line with approved Delegation of Authority.
• Establishes robust HR policies, procedures, and systems that ensure compliance with all relevant labour laws and regulatory requirements, mitigating operational and reputational risks. Drives a culture of compliance and integrity throughout the organization.

HR Technology and Analytics

• Leads the evaluation, selection, and implementation of HR technology solutions to optimize HR processes and enhance data-driven decision- making. Utilizes HR analytics and metrics to provide actionable insights into workforce trends, productivity, and the effectiveness of HR initiatives

Qualifications and Experience

• Bachelor’s degree in human resources management or industrial/Organisational Psychology, or related is a must
• Post Graduate Degree in Business or Leadership NQF 9 (eg. MBA, MBL) is a requirement – is a must
• Minimum of 8 – 10 years working experience in a similar role, executive level in banking/ financial services environment – a must
• Registration as an Industrial Psychologist with the HPCSA or registration with SABPP

Added Advantage:

• Demonstrable and proven record of leading across HR value chain areas in dynamic, complex and fast paced environment.
• Excellent verbal and written communication skills
• A highly credible individual who can lead a strategic function on Executive level