Job Title:
Talent Manager - Brandhouse
Level:
Level 4
Reports To:
Human Resources Director
Context/Scope
(incl. Location):
brandhouse is a ZAR 7.2 billion NSV joint venture between Diageo, Heineken and Namibia
Breweries, with an outstanding track record of success since its formation on 1 July 2004.
The South African alcohol beverage market is highly competitive - brandhouse is currently the
No 2 player in the country by volume and value, behind SABMiller. Other competitors highly
active in this market are Distell, Pernod Ricard (for whom South Africa is a big bet market)
and RGBC (distributing Brown Forman and others).
Whilst many of the functions have a strong presence at the Cape Town Office, Brandhouse is
also represented across South Africa (countrywide salesforce; production plant in Isipingo,
Durban; OTC call centre in Gauteng; Sedibeng Brewery south of Johannesburg).
This role has a “national influence” but is based in Cape Town.
Financial
Market Complexity
Leadership
Responsibilities
XXX
Influence the total overhead budget for the business , specifically related costs. Monitor the
costs against business targets & budget.
The market is complex and changing rapidly. Multiple channels exist across diverse socioeconomic sectors, with a general trend towards premiumisation. Brandhouse plays in all
alcohol beverage categories bar wine, which makes it the no. 1 competitor to all other
players. Brandhouse 2015 growth goals are:
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1 in 4 branded serves
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Double TP every 3 years
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South Africa’s no. 1 alcohol beverage company by volume and value
Line Management responsibility for Learning & Development team, and responsibility for:
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Purpose of Role
Top Accountabilities
Shaping the end-to-end Talent agenda for the business – leading the Exec Team and
EMT in all areas of Talent
Influencing and shaping the talent agendas in each function – and drawing these
together across the company
Liaising with two major global shareholders on their respective global talent agendas
Being the primary activist for talent transformation within the company –
spearheading employment equity and BEE whilst ensuring the business fulfils its
current and future talent requirements.
The Talent Manager is responsible for shaping the entire end-to-end talent agenda for the
business.
Talent Agenda/Talent Strategy
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drawing together the respective functional talent agendas (owned by the HRBPs and
Execs) into a single annual South Africa Talent Plan (SA People & Talent Review)
harmonising the elements of the PTR with our global shareholders
working with the respective HRBPs to ensure alignment and execution of the
function’s part of the PTR
orchestrating an annual Workforce Plan (previous “manpower plan”), bringing
together the different functions workforce plans. Ensuring the WorkForce Plan is
sufficiently forward looking to fulfil our long term plans.
Talent Tools
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development and embedding of leading edge strategic talent management tools to
allow for proper planning, measurement and evaluation in the talent sphere at
Brandhouse – for Exec, Management and Individual purposes
overall custodian of Diageo’s Gateway tool and our use thereof – and driving for
extra benefits
Talent Culture
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driving a culture change as to how we view talent – starting with a powerful
partnership between each individual and their line manager
ensuring managers and individuals are properly measured and rewarded for their
embracing of the culture – IBOs in every P4G
Resourcing
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No specific direct resourcing accountabilities other than in own team.
Ensure inclusion of appropriate talent dimensions in resourcing processes and
templates
close liaison with Talent Acquisition Team, especially in the area of strategic talent
pipeline development
Exec Involvement and Leadership
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active involvement with Exec and EMT in the talent space – including quarterly
presentations, individual spotlights and other processes
crafting and presenting talent updates at the periodic Strategic Business Review
(SBR) meetings with the shareholders
Measurement & Evaluation
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coordinating the measurement and evaluation of all talent elements, including
succession, readiness, diversity and others
driving maximum value from P4G and all other people-oriented tools
Learning & Development
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Qualifications, Skills &
Experience Required
crafting a full Learning & Development Strategy to align with the Talent Strategy/PTR
ensuring consist application of the Learning & Development agenda – including
direct reporting of the L&D team
custodian of all L&D interventions including Grad Training, Growth Academy,
Growing Leaders Programme (GLP) and DLPP modules
providing expert counsel to HRBPs, Exec and people leaders on the use of strategic
career planning as a talent attraction, development and retention tool
Qualifications
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Suitable Post Graduate Qualification or equivalent
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High cognitive ability
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Well developed propensity to innovate around people solutions
Experience
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Barriers to Success in
Role
10 years’ experience in a similar role, preferably in an FMCG environment
Extensive proven experience partnering the business on all aspects of the people
agenda
Track record of success driving long term value into the business through the
implementation of sustainable human resources programmes
Functional – extensive experience across the full spectrum of HR sub-functions, both
as a practitioner and leader.
Experience in leading HR strategies aligned to the sepcific business strategies –
coupled with the ability to convert to simple outcomes and executed brilliantly
Demonstrated ability to interact and influence senior individuals across the business
Inability to:o
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Work collaboratively across the organisation
Be able to address the diversity of issues across the entire Supply Organisation, from
Operations (production) to Distribution (National), Procurement (across multi sites),
Planning and Supply Innovation.
Consistently deliver great performance
Understand customer needs and develop plans to deliver against these
Build relationships with a diverse range of internal and external partners and
stakeholders
Work flexibly and respond with agility to unforeseen challenges / opportunities at
short notice
Translate business goals into specific outlet objectives