Roles & Responsibilities

Strategic Function

• Core orientation: Leads the design and development of functional strategies.
• As may be required, designs and or reviews the Centre of Excellence operating model and value chain to align with the People strategy.
• Inputs towards and contributes to the development of the People Strategy, and the operational alignment and implementation thereof, to help achieve long-term objectives.
• Based on sound understanding of the AGSA’s business goals, business and operating models and core processes (business acumen), influences and aligns the People strategy into clear business unit people objectives and action plans to support the achievement of the overall organisation objectives.
• Develops and implements People organisational effectiveness strategies aligned with the AGSA's goals and objectives, with a specific focus on improving overall effectiveness and performance.
• Ensures that talent management, culture, and change initiatives align with the overall strategic goals and vision of the AGSA. Regularly updates senior leadership on the progress and impact of these initiatives.

Product & Operational Management

• Develops and implements People strategies aligned with the AGSA's goals and objectives, with a specific focus on improving overall effectiveness and performance.
• Leads the development and execution of talent management strategies, including workforce design, performance management, and talent management.
• Designs and oversees programmes that support culture building initiatives.
• Provides expertise in change management processes, assisting in the design and implementation of changes in the organisation, ensuring smooth transitions and minimal disruptions.
• Establishes key performance indicators (KPIs) to measure the effectiveness of People programmes, and regularly assess and report on their impact on organisational performance.
• Develops and implements strategies to enhance employee engagement, job satisfaction, and retention, creating a positive and productive work environment.
• Ensures People policies, procedures, and practices in their area are compliant with relevant labour laws and regulations, and that ethical and inclusive People practices are upheld.
• Identifies and mitigates potential risks associated with Organisation Effectiveness delivery.
• Identifies opportunities for process improvement, streamline workflows, and eliminate redundancies to enhance service quality and reduce operational costs.
• Analyses efficiencies and evaluate against overall Organisation Effectiveness strategy.
• Identifies opportunities for process improvement (ie centralise/standardize), streamline workflows, and eliminate redundancies to enhance service quality and reduce operational costs.
• Implements best practices, process improvements, and automation to enhance service quality.
• Defines and tracks key performance indicators (KPIs) to measure the effectiveness and efficiency of Organisation Effectiveness business unit.
• Develops and reports on performance dashboards to assess service quality and efficiency rates.
• From an expert perspective the incumbent is expected to facilitate the design and development of strategies, service delivery models, and performance metrics of the following People streams:
• Talent Management: Monitors AGSA’s talent mobility and development of talent and retention to meet current and future business needs.
• Culture Development: Oversees the development and maintenance of a positive organisational culture that aligns with the company's values and promotes employee engagement, innovation, and a healthy work environment.
• Ensures that BU efforts have a direct correlation to the AGSA’s net promoters scores through the enhancement of employee experiences of their delivery.
• Stays updated on industry best practices and emerging trends in talent management and culture development. Introduces innovative solutions and technologies to enhance these areas.
• Evaluates and implements relevant HR technology solutions to enhance BU operations.
• Leads and facilitates change initiatives related to Organisation Effectiveness, including process redesign, technology implementations, and organisational restructuring.
• Provides guidance and support to ensure the BU remains compliant with relevant laws and regulations, reducing legal risks and supporting the AGSA's reputation.
• Continuously ensures that the BU aligns with the broader organisational goals, vision, and values, playing a pivotal role in the strategic execution of People services.
• Ensures the validity and relevance of the BU strategy, value chain and operating model to the People strategy and AGSA strategic priorities.
• Develops and implements strategies to standardize People processes and centralize People services to improve efficiency, consistency, and cost-effectiveness.
• Focuses on enhancing the employee experience by delivering efficient, accessible, and user-friendly People services, contributing to higher employee engagement and retention, which can be crucial for strategic success.
• Implements and scales the People operational strategy in the BU.
• Oversees the accurate and confidential maintenance of employee records and data, ensuring data integrity and security (POPI Act compliance).
• Addresses employee queries and issues related to HR services and support People partners in resolving more complex employee relations matters.
• Utilizes KPIs, metrics and feedback to demonstrate the strategic impact of People Portfolio across the business value chain proactively

Stakeholder Management

• Identifies key stakeholders and customers of the People portfolio, and via engagement and collaboration, build sound substance-based relationships that will benefit both the Organisation Effectiveness BU and the organisation.
• Collaborates with other business units and senior leadership to align People strategies with the broader organisational goals and objectives.
• Manages relationships with People service vendors and any providers relevant to an outsourced element of the Organisation Effectiveness value chain and ensure service level agreements are in place and met.
• Collaborates with internal People portfolio stakeholders, People Partners, and line function department heads to understand their service needs and priorities.
• Proactively addresses concerns and maintains strong relationships with service recipients.
• Manages service level agreements and client satisfaction with internal stakeholders.
• Collaborates with other Centres of Excellence within the People Portfolio to optimize service delivery that directly impacts end-user or people experiences.
• Identifies and proactively engages a diverse range of influential contacts within stakeholder and community groups. Builds alliances to establish mutually beneficial working arrangements, openly sharing knowledge and insights and working collaboratively to deliver strategic business objectives.
• Aligns stakeholders with conflicting views or priorities to agree on a course of action

People Management

• Champions the vision, mission, and values of the People component in line with those of the AGSA.
• Provides strong leadership to a team of People professionals within the Organisation Effectiveness BU.
• Creates a culture of accountability by setting clear objectives, tracking progress, and reporting results to senior management. Identify areas that need improvement and take corrective actions.
• Strategically manages and monitors the day-to-day operations of the Organisation Effectiveness BU.
• Identifies and develops the skills and capabilities of BU staff to ensure they meet the evolving demands of the organisation and the People function.
• Fosters a culture of collaboration, professionalism, and customer-centric service.

Digital Literacy & Digital Ability

• Utilizes HR technology and systems to automate and streamline People processes, including internal survey tools, talent management online software, and self-service tools relevant to the BU value chain. Stay up to date with technological advancements to improve service delivery.
• Facilitates the periodic review of the BU operating model to identify the impacts and opportunities for digital transformation interventions.
• Draws insights from data and trends to improve processes, employee engagement and policy alignment across the business and diagnose people issues and recommend effective solutions.
• Leverages technology to increase efficiency and drive business results to improve the digital employee experience, which leads to increased engagement and communication.
• Assesses, selects, and implements HR technology solutions to streamline People processes and improve relevant data management.

Financial Management

• Demonstrates an understanding of the financial and commercial sustainability variables that impact the AGSA.
• Compiles the budgets and contributes to the development of the BU’s and Portfolio budget.
• Manages, monitors, and reports on the budget through expenditure, forecasts, and other analysis.
• Ensure compliance with internal processes and procedures (i.e., PFMA and internal fiscal guidelines).
• Manages supply chain governance processes within scope.
• Analyzes People-related costs and expenses to identify areas where cost-saving measures can be implemented without compromising the quality of People services or the employee experience.
• Assesses the return on investment (ROI) for BU programmes and initiatives and use this analysis to inform future budget allocations.
• Generates financial reports related to BU expenditure, cost breakdowns, and budget variances, providing this information to senior leadership and the finance department.