Group HCM Talent and Organisational Capability Manager

The Human Capital Management department is looking for a Group HCM Talent and Organisational Capability Manager.

Duties & Responsibilities

The Human Capital Management department is looking for another talented professional to complement their team, in the form of a Group HCM Talent and Organisational Capability Manager . We welcome your application if you believe you meet the requirements for this position.

Core Purpose of the Role

The HCM Talent and Organisational Capability Manager is a combined strategic Human Capital role that integrates business partnering, talent management, learning, leadership development and organisational development. The role acts as both a trusted advisor to business leaders and a centre of expertise for building organisational capability, ensuring that Human Capital initiatives are aligned with business strategy and support sustainable performance.

Key focus areas include workforce planning, organisational design, talent reviews, succession planning, leadership and learning programmes and development, graduate and professional development, workforce insights, Human Capital risk inputs and the coordination of integrated HCM services across the employee lifecycle.

Key Performance Areas

Strategic Human Capital Business Partnering

• Provide strategic Human Capital advice and partnership to the Group and Business Units.

• Act as a trusted advisor to Executive Leadership and Business Unit Leaders on people, workforce and organisational matters.

• Participate in Business Unit leadership meetings and strategic planning discussions.

• Coordinate specialist Human Capital support to ensure integrated and consistent service delivery.

• Manage complex employee relations matters and people-related risks.

Workforce Planning, Organisational Design and Capability

• Support/facilitate  workforce planning activities to ensure the organisation possesses the right capability, at the right time and in the right location.

• Facilitate the analysing of current and future project pipelines to identify capability requirements, scarce skills, talent gaps and recruitment priorities.

• Review organisational structures, spans of control, reporting relationships and accountabilities.

• Support restructuring, integration and organisational change initiatives.

• Facilitate t succession planning for critical technical specialists and leadership roles.

• Provide workforce insights, capability analysis and Human Capital risk inputs to support executive decision-making.

Talent Management and Succession Planning

• Lead talent reviews, succession planning and critical skills identification.

• Develop and maintain talent management frameworks aligned to business strategy.

• Identify and develop high-potential employees and future leaders.

• Support career development, talent mobility and retention initiatives.

Learning, Leadership and Professional Development

• Develop and implement learning, leadership and professional development programmes.

• Lead the development and maintenance of competency frameworks across technical, professional and leadership disciplines.

• Strengthen leadership capability through targeted development initiatives and executive coaching.

• Evaluate the effectiveness and impact of learning and development interventions.

• Foster a culture of continuous learning and professional growth.

Graduate Development and Technical Capability Building

• Support graduate development, career pathways and technical capability building.

• Lead graduate recruitment, development and succession initiatives.

• Support professional registration, mentoring and technical skills development programmes.

• Build sustainable talent pipelines to meet future business requirements.

Organisational Development and Change Management

• Drive organisational development interventions that improve leadership capability, engagement and organisational effectiveness.

• Lead organisational development and change management initiatives aligned to business strategy.

• Support business transformation, integration and culture initiatives.

• Facilitate organisational effectiveness and team development interventions.

Human Capital Analytics, Governance and Reporting

• Provide workforce insights, capability analysis, executive reporting and Human Capital risk inputs.

• Develop and monitor Human Capital metrics, dashboards and reporting frameworks.

• Track organisational capability, succession readiness, leadership pipeline and workforce trends.

• Ensure compliance with relevant legislation, policies and Human Capital governance requirements.

Leadership of the Human Capital Function

• Lead the Business Partnering, Talent, Learning and Organisational Development functions.

• Build capability within the Human Capital team through coaching, mentoring and development.

• Drive collaboration across specialist Human Capital disciplines.

• Promote a high-performance, customer-focused and solutions-driven Human Capital culture.

Desired Experience & Qualification

Qualifications

• Bachelor's Degree in Human Resources/ Industrial Psychology.

• Postgraduate qualification in Human Resources/ Industrial Psychology.

• Professional registration with the South African Board for People Practices (SABPP) or other relevant professional body (advantageous).

• Commercial/business-related qualification or demonstrated commercial acumen (advantageous), particularly the ability to understand business drivers, financial implications and the commercial impact of Human Capital decisions.

Experience

• Minimum 12 years related Human Capital experience.

• Minimum 5 years' experience in a senior Human Resources Business Partnering, Talent Management and Organisational Development leadership role.

• Demonstrated experience advising executive leadership teams on strategic people and organisational matters.

• Proven experience leading workforce planning, organisational capability and organisational design initiatives, across the full employee life cycle.

• Experience managing complex employee relations matters, succession planning, leadership development and change management programmes.

• Experience in employee grading, job evaluation and role profiling, including the application of grading frameworks to support organisational design, remuneration alignment and internal equity.

• Experience within an engineering, consulting, professional services or project-based environment would be advantageous.

Person Requirements

The successful candidate must demonstrate competence in the following:

Core Competencies

• Strategic Human Capital business partnering and advisory capability.

• Strong understanding of the full Human Capital lifecycle and how specialist HCM functions integrate to support business performance.

• Workforce planning, organisational design and capability assessment skills.

• Talent management, succession planning and critical skills identification expertise.

• Learning, leadership development and organisational development capability.

• Ability to coach and influence senior leaders and business managers.

• Strong analytical skills, including workforce insights, reporting and evidence-based decision-making.

• Change management and stakeholder engagement skills.

• Sound understanding of employee relations, performance management and reward principles.

• Employee grading and job evaluation competence, including the ability to assess role complexity, organisational levels, internal relativities and alignment with remuneration and career frameworks.

• Programme design, implementation and governance skills across talent, learning and capability initiatives.

• Excellent communication, facilitation and presentation skills.

• Commercial focus and business acumen, including the ability to understand business drivers, financial implications and align Human Capital priorities with business strategy, operational and commercial outcome