Responsible for recognizing, creating and implementing plans to promote
\nDiversity and Inclusion within the organisation. Monitor and partner with
\nbusiness to identify skills development gaps in line with the organisational
\nstrategy and partner with the Learning and Development team to address these
\nskills and develop plans to address the identified gaps. Work with business to
\nimplement the diversity and inclusion plan, mitigate risks to the implementation
\nof the strategy and drive the EE strategy across all brands of the business.<\/p>\n
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Job Title: Diversity and inclusion Manager<\/strong> Job Title:<\/strong> Policy Development & Implementation:<\/strong> Transformational Change Management:<\/strong> Stakeholder Engagement:<\/strong> Employee Relations Management:<\/strong> Data Analytics and Insights:<\/strong> Organizational Capability Building Leadership and Direction:<\/strong> Performance Management:<\/strong> Project, Program and Portfolio Management:<\/strong> Learning Needs Analysis:<\/strong> Budgeting & Costing:<\/strong> Compliance:<\/strong> On an on-going basis stay abreast of current and evolving legislative changes Requirements:<\/strong> General Experience:<\/strong> *SAQA Accredited Equivalent – It is the onus of the applicant to provide TIH and
\nLocation:<\/strong> Gauteng Area, Gauteng, South Africa
\nReference #<\/strong>: D&IM16\/05\/22
\nContract Type:<\/strong> Permanent
\nSalary:<\/strong> Market Related<\/p>\n
\nFunctional Strategy Formation:<\/strong>
\nLead the development and implementation of D&I and Skills Development
\nstrategy for TIH, anticipating complex issues, challenges, and opportunities, and
\nensuring integration with wider group strategy.<\/p>\n
\nPrepare and implement an employment equity and skills development plan to
\nachieve reasonable progress towards employment equity and skills
\ndevelopment.
\nMonitor, evaluate and advise on the application of the policy and the
\nimplementation of the plans and whether reasonable progress is being made
\ntowards achieving the strategic objectives.<\/p>\n
\nBuild a One-TIH rhythm and program for implementing Diversity and Inclusion
\nand Skills Development. This will ensure that Diversity and Inclusion is not
\nviewed as a once-off event but is embedded in the culture and DNA of how TIH
\noperates.
\nDrive on-going activations and story-telling across the Group.
\nEnsure that the Diversity and Inclusion Committee is formed and functions
\noptimally.<\/p>\n
\nCollaborate with and co-ordinate the activities of all relevant stakeholders,
\nincluding senior managers.
\nDrive internal and external stakeholder relationships in support of our overall
\nDiversity and Inclusion strategic objectives.
\nEngage with key stakeholders to identify high priority learning objectives in each
\nof the BU\u2019s.
\nIn conjunction with the Procurement ensure the utilisation of accredited training
\nproviders.
\nFacilitate joint action planning with learning manager to address skills
\ndevelopment needs, programme success criteria and trends.<\/p>\n
\nAddress internal grievances concerning the non-compliance by the employer
\nwith the provisions of the Acts\/Legislation, the employment equity plan and WSP.<\/p>\n
\nUtilise statistical information necessary to proactively assess employment trends
\nand to evaluate progress of designated employees within occupational levels.
\nCompile Annual report which must be submitted to the Depart of Labour and
\nDepartment of Higher Education (relevant SETA’s) containing the prescribed
\ninformation to retain funding, compliance and achieving transformation
\nobjectives.
\nMeasure and analyze the delivery of the skills development plan, including the
\nadministration of the Bursary and Loans process with the aim of achieving return
\non investment.
\nIn accordance with the above mentioned objectives, ensure accurate and
\nrelevant reporting on a monthly \/ quarterly and annual basis.<\/p>\n
\nUse the organization’s formal development framework to identify the team’s
\nindividual development needs. Plan and implement actions, including continuing
\nprofessional development specified by professional or regulatory institutions, to
\nbuild their professional capabilities. Provide informal training or coaching to
\nothers throughout the organization in own area of expertise to enable others to
\nimprove performance and fulfill personal potential.<\/p>\n
\nCommunicate the actions needed to implement the function’s strategy and
\nbusiness plan within the team; explain the relationship to the broader
\norganization’s mission, vision and values; motivate people to commit to these
\nand to doing extraordinary things to achieve local business goals.<\/p>\n
\nDevelop and propose own performance objectives; take appropriate actions to
\nensure achievement of agreed objectives, using the organization’s performance
\nmanagement systems to improve personal performance.
\nManage and report on team performance; set appropriate performance
\nobjectives for direct reports or project \/ account team members and hold them
\naccountable for achieving these, taking appropriate corrective action where
\nnecessary to ensure the achievement of team \/ personal objectives.<\/p>\n
\nEnsure robust programs are developed and rolled-out across all business units
\nwithin the Group.<\/p>\n
\nEngage with department line management to clarify short- and medium-term
\norganizational requirements, to set priorities for Learning and Development
\ninterventions, and to define required learning outcomes; specify and manage the
\ncollection and analysis of data to inform learning needs analysis.
\nUnderstand and incorporate the explicit links between TIH\u2019s overall objectives
\nand the learning required to achieve the strategy and people development
\nrequirements.
\nIn conjunction with all relevant internal stakeholders consult and drive the
\ncompletion of a skills matrix and a gap analysis in order to provide training
\nrecommendations that cater for business\u2019 needs.<\/p>\n
\nDevelop and\/or deliver budget plans with guidance from senior colleagues.
\nCreate, monitor and measure the financial impact of learning, relating to, but not
\nlimited, the budget, spend, savings and impact of training spend.<\/p>\n
\nHighlight shortcomings in compliance processes, systems and procedures and
\nsuggest appropriate improvements. Work is focused on an assigned unit or
\ndiscipline.<\/p>\n
\nthat could impact on BBBEE, WSP, Educational Bodies, National Credit
\nRegulator etc.
\nOn-going liaising with INSETA to ensure compliance with industry norms and
\nrequirements.<\/p>\n
\nGeneral Education:<\/strong>
\nBCom or Social Science degree in Human Resources, Industrial Psychology or
\nrelevant field (Essential)<\/p>\n
\n6 or more years experience in Diversion and Inclusion (Essential);
\nExperience in the Learning and Development industry (Advantageous);
\nExperience in the Insurance industry (Advantageous)
\nManagerial Experience
\nMinimum 3 years experience managing projects in diversity and inclusion
\n(Essential)<\/p>\n
\nits subsidiaries with certified evidence that their qualification(s) meet the
\nequivalent NQF level required for this role at time of application. As a registered
\nFinancial Service Provider, we are mandated to ensure that all our
\nrepresentatives are and remain fit and proper at all times. By applying for this
\nrole, you consent to having your relevant qualification and or accreditation or
\nconfirm that you are working towards meeting the competency requirements. You
\nfurther consent to the relevant information being verified.<\/p>\n