Our client a leading audit/financial services organisation is looking to appoint a HR Director (Board Level Appointment)HR Director (Board level appointment)
Johannesburg
R2.5 million excluding Bonus
Preference will be given to AA candidates 
Our client a leading audit/financial services organisation is looking to appoint a HR Director (Board Level Appointment)
Overall Purpose
The HR Director oversees all of the people functions and provides the direction necessary to align them with the business needs, organisational philosophy, policies and practices. The role provides strategic human resources guidance and plans to attract, reward develop, and retain the best talent available. This is a newly created position within our client that forms part of the Board.
Broad Role Expectation
The position will drive the successful implementation of the culture change initiatives while embracing the organization’s business and financial objectives, putting in place the necessary organizational design, change management, compensation, learning and development to ensure the success of the company.
The position will also function as a strategic partner to the business units, providing thought leadership on people management practices within the company.
Key Responsibilities
Contribution to company’s  Strategy.

Contribute to the development of the organization’s overall strategies by providing strategic inputs on talent management.
Work with other company leaders to develop strategies that make sense in light of labour trends and the company’s existing talent base.
Facilitate business change and performance through the implementation of an effective people strategy.
Influence business decisions on people management through a close partnership with Executive Leadership team.
Translate strategic and tactical business plans into high-impact HR plans and programs that align with the business needs.

Talent Management

Develop the organization’s talent acquisition and retention strategy, providing direction to the recruiting function to ensure identification of the top talent for the company.
Assess the company’s workforce‘s current capabilities. Periodically examine future labour trends and expected vacancies.
Develop a formal plan to attract, develop and deploy talent. Oversee external recruiting and succession management.
Creating and managing talent management programs such as on-boarding, performance management; employee development; succession planning; rewards and recognition.
Partnering with the HR team, deliver talent management practices that attract and develop high potential, diverse talent for the organization.

Organizational Learning

Support leadership to build and grow a successful learning culture that will lead to a collaborative work environment.
Provide strategic guidance and support to management on interventions aimed at organizational effectiveness; organization development; change management and leadership development.
Develop human resources planning models to identify competencies and talent gaps as well as specific programs for closing the gaps
Ensures that the company becomes and remains a learning organization.

Coaching and   Guidance

Provide guidance and coaching to Leadership teams enabling them to be more successful as they lead their teams.
Partner with Executive Leadership to ensure that their work units are structured to meet or exceed performance targets.
Facilitate initiatives that foster and drive team effectiveness and employee engagement.
Direct; mentor; and coach the people management portfolio team leaders towards an efficient; effective delivery of all management products and services.

Competencies and personal attributes

Leading change: Creates an environment that encourages change; innovation and improvement. Champions diverse perspectives; welcomes new ideas; considers possibilities to support business need
Problem solving and decision making: act decisively under ambiguous situations or when facing unpopular decisions, look beyond horizons to identify new issues and to position the organizations to address emerging trends and capitalize trends. Foresee longer-term implications of recommendations, positions, options and approaches that are not readily apparent. Ability to anticipate and quickly respond to issues and solve problems at an accelerated pace
Collaboration: Seeks and cultivates relationships and strategic partnerships; collaborating across boundaries to build common ground and drive results.
Creativity and innovation: Ability to elicit and develop new insights into situations. Skills to effectively question conventional approaches and encourage new ideas and innovations. Must possess the knowledge to design and implement new or cutting edge programs and/or processes that will have positive impact on the bottom line.
Adaptability: Ability to work effectively within a variety of situations and with various individuals or groups. Demonstrated openness to new information and change. Skills to rapidly adapt to changing conditions or unexpected obstacles and ability to readily make decisions, comfortably handling risk and uncertainty
Business Acumen: Demonstrates business fluency. Thinks like a business leader with insight and skills to effectively address business opportunities with actionable; scalable and sustainable HR strategies
Strategic leadership: Ability to set direction. Conceptualises key trends. Challenges current practices and ways of thinking about the business. Effectively leads the development of an HR strategy and plans to achieve key goals

Requirements
Ten or more years of Human Resource Management responsibility experience preferably in a Services Organisation is required
The experience will need to include 5 years in a senior management position and have participated on an executive management team/committee
Significant experience managing various areas of Human Resources including employee benefits with specialised focus on:

Recruitment and Selection
Remuneration and reward
Employee Development
Employee Relations
Organisational Development and Effectiveness
Change Management and Payroll is required


Post Graduate Degree in Human Resource Management/Industrial Psychology/Business Management is the minimum academic requirement. MBA or Masters will be an advantage.


Previous experience having sat on a Board will be given preference.


Because this is a retained assignment  it may take up to 4 weeks for us to review all cv’s and compile a shortlist for our client. If we have not come back to you within 4 weeks then unforunately please consider your application unsuccessful.

Please email all directly to elana@setconsulting.co.za 
Exceptional company, stable, reputable, with excellent career development prospects. Join a company who in best in class! Don’t delay; please email all cvs directly to elana@setconsulting.co.za