Accountabilities: Contribute to the set-up and reimagination of an integrated OD, JA, and SWP product and service to the Enterprise, including leading enterprise-wide workstreams for the commercialisation of new OD, JA, and SWP practices and innovations (ongoing) Conduct detailed organisational diagnostics to identify and validate business problems and opportunities to be resolved through OD, JA and SWP initiatives Conduct detailed and continuous workforce analysis (levels, titles, roles, spans, layers, capabilities etc) to enable ongoing OD, JA, Strategic Workforce Planning for business Translate business analysis diagnostic data into clear commercial insights and recommendations Develop a forward-looking business-specific strategic workforce plan that is built on both external and internal data and insight and leverages best practice tools to ensure plans are consistently up to date Leveraging the above, embed OD, JA, SWP as an ongoing, operationalizable practice that delivers strategy-aligned commercial value – short, medium, and long term for the business you support Strategically partner with the business and lead a large-scale operating model aligned organisation design and business transformation – aligning strategy, people, process, and technology for the delivery of commercial outcomes Delivery Management: Stand up the relevant, multifunctional delivery capability for the implementation of OD and business transformation objectives, leveraging and managing outsourced resources where required for larger-scale initiatives Implement delivery management governance routines and processes for effective programme delivery (reporting, change requests, resource management, budgets / financial management, business case tracking Successfully integrate and lead OD, JA, SWP delivery, reporting, and risk management within the broader organisational change (TOM) delivery mechanisms, e.g. steercos, Excos Finance, Risk and Governance: Ensure the alignment of operating model, OD and strategic workforce planning processes and solutions to the organisations governance and risk policies / practices / frameworks e.g. job design Ensure alignment of operating model, OD and strategic workforce planning processes to regulatory requirements (e.g labour relations act, SARB requirements etc.) Achieve desired business case, commercial and financial outcomes related to OD, operating model and workforce transition strategies Experience and Qualifications: 10 years experience translating business strategies into practical organization and people initiatives at progressively increasing levels of scope and complexity Relevant B degree or studying toward the completion of a relevant B degree (Honours / Master’s qualification preferred) In Human Behaviour / Commercial related field Expertise and proven track record in operating model and organisation design at the business unit level Proven track record in partnering senior leaders / executives and leading business unit organisation design / operating model changes in an organisation (financial services expertise preferred) Exposure to product ownership (HR practice design, implementation and leadership) or experience in leading an HR Product / Service at an enterprise level Proven track record in the design and implementation of enterprise wide solutions that drive commercial impact Understanding of workforce experience and workforce experience design approaches Experience in product operationalisation / commercialisation across channels (HR / Other) Experience in process and systems design, implementation and enablement in commercialisation a product/service Experience working across levels within the organisation and in guiding executives through complex and ambiguous operating model problems/opportunities Experience in leading and coaching others (operational and strategic people management) Respected and known for embracing diversity and inclusion and leveraging diversity and inclusion to deliver significant business impact as an individual, within and across teams and within the organisation (how practices are implemented and operationalised) Strong commercial judgment and decision making Proven track record in solutioning (people, process, systems) Human Resources Domain Knowledge and Expertise across the people value chain. With emphasis on those items in bold HR Strategy Employee Experience Design and Fulfilment Change and Communications Talent Acquisition and Attraction Learning and Development Talent Management Operating Model and Organisational Design (expert) Strategic Workforce Planning (expert) People Analytics Human Behavioural Science Employee Relations Reward an d Recognition Culture, Leadership and Team Effectiveness (expert)

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