A job vacancy has arisen within Letshego Holdings Limited (Human Resources), the details of the role are outlined below:

Purpose of the Job:

Through strong and professional thought leadership, provide strategic direction on talent, learning, career and leadership development, across the Letshego Group ensuring the organisation attracts, retains and develops its talent and provides suitable development opportunities for employees, thereby building the talent and succession pipeline for future roles.

Key accountabilities

1. Talent Acquisition (TA)

• Develops and aligns the HR Talent Acquisition Strategy to the business strategy and implement the execution plans.
• Consults with subsidiaries/ functions on the range of Talent Acquisition options to meet organization needs (i.e. permanent hires, contract labour, outsourced, etc.)
• Develops and implements professional recruiting capabilities in the businesses, e.g., Behavioural Interviewing, Competence Assessments, Selection Criteria, External Assessments, Diversity, etc.
• Collaborate with HR Heads, CMC and Functional Heads to ensure we are adhering to the Groups stance and direction on Talent Acquisition.
• Advise and support the countries and functions throughout the Talent Acquisition process. 
• Oversee sourcing and hiring procedures to ensure we attract and select high-potential employees.

2. Talent Management and Succession Planning                                                                                                             

• Advise and partner with Country HR Heads, CMC and Functional Heads to design, develop, implement and oversee the company’s talent management processes to ensure that talent management is integrated throughout the organisation.
• Build a talent pipeline that aligns with our hiring needs and business objectives
• Shape and implement strategies that will help us develop and retain high-performing employees.
• Support in preparing retention programs and development programs for the organization’s talent pool, ensuring sustainability in order to avoid the costs of recruiting and on-boarding external hires into critical leadership roles.
• Organize and facilitate quarterly/annual Talent review sessions
• Support in the development of succession plans for all critical roles across the Functions and Countries.
• Support to ensure clear development plans are in place for all identified successors.
• Monitor implementation and progress tracking of the successor’s development to ensure readiness for next roles.

3. Learning and Development

• Develop and ensure the alignment of the L&D strategy to the business strategy and implement the execution plans across the Group.
• Oversee the development and delivery of strategic leadership development programmes for all leaders, aligned to the strategic objectives of the organisation. 
• Identify or develop organisation-wide or individual learning initiatives that are cost effective, focusing on employee development toward achievement of both business and personal career goals.
• Review and implement end-to-end L&D processes to ensure best in class and eliminate waste and duplication of efforts.
• Ensure skills gap analyses are conducted to determine various development requirements across the organisation where required.
• Realise efficiencies and modernisation, of the various learning interventions, including among others digitisation and automation of the processes.
• Ensure the provision on creative, innovative and agile learning interventions that meet the changing cultural and social needs of the business.
• Ensure an ongoing process exists which continuously enhances the knowledge and capability of key talent in order to enable managers to effectively lead the organization toward achievement of strategic initiatives.
• Provide coaching and support to key leaders in the creation of robust development plans that meet succession and development needs. 

Education and/or Experience Required

• Honours degree in Human Resource Management or Industrial Psychology.
• A Master Degree in related field is an added advantage
• A minimum of 10 years’ experience in Human Resources with a reputable Organization.
• Experience of HR Management and Strategy Implementation.
• Ability to execute high-impact learning strategies that enhance people and business performance
• Results focused; a consultative leadership style that builds high-performing teams across multi-disciplined projects that consistently meet targets and realise organisational benefits.
• Ability to collaborate with Human Resources Business Partners and line leaders across the Pan-African landscape.