Human Capital – Organisation Transformation – Senior Manager

To support service / business area leadership in the implementation of strategic plan through the effective management of team/s. To promote our leadership capabilities which are living our purpose influence performance drive strategic direction and talent development.

• Ability to run with proposals. Pull together a team to support (cross service lines if needed) deal review and pricing etc.
• Ability to lead large engagements
• Monitor team ensure capability and capacity matches the pipeline
• Understand OT market trends considering sub-offerings being Change and Digital Adoption (includes culture); Organisation Design; HR Strategy/ HR Transformation and Leadership (note that not all will be required). Specialisation in particular areas is a requirement
• Ability to strategically and practically bring OT advisory and technology enablement together to solve real client problems

Qualifications :

Required

• Honours B Degree in either Organisational/ Industrial Psychology or Business-related degree
• 8 - 10 years working experience

Preferred

• Masters Degree relevant to Service Area / Business Management etc.)
• 10 - 12 years in a similar role to the required competence of areas i.e. OD Strategic Change HRT or leadership preferably in an external client facing role; 5 of these in a management role

Additional Information :

Key Performance areas

1. Strategic Impact

• Supports the implementation of strategy of the Service Line / Business Area in relation to specific area of expertise
• Implements the strategy within area of responsibility by conforming to plans set by leadership in all engagements / projects including:
  • Sales Targets of R15m
  • Revenue targets of R15m
  • Utilisation expectation of >50%
  • Talent management
  • Communication to teams
  • Tracking of plans in engagements / projects 
• Actively identifies sales opportunities in broader market
• Contributes to preparation of proposals/tenders and presentations
• Participates in sales presentations and client negotiation teams for new and retained business
• Grows market network with key players and builds long-term relationships
• Builds relationships across Deloitte service lines for cross-selling opportunities and combined engagement pursuits
• Identifies innovative solutions on projects / engagements to enhance / renew service offerings to client

1. Drives own client portfolio and profitable book of business (depending on SL/BU) Client Impact: External / Internal

• Maintains high level oversight of client engagements / projects
• Forms appropriate judgements based on careful analysis to makes sound business decisions on engagements / projects
• Develops productive credible and trusting relationships with key players and their teams during assignments / projects

1. Operational Effectiveness

• Communicates detail of SLAs to teams and maintains high level monitoring of adherence by all parties
• Manages engagement/project risk through supervision of completion of required documentation and processes as mandated by RIL as well as risk to client confidentiality
• Leads / manages complex client engagements and maintains high level oversight of all engagements / projects within sphere of responsibility
• Meets regularly with clients and teams to understand issues anticipate needs and address these

1. Development/Growth of Team

• Mentors and develops team members and counselees on an ongoing basis
• Empowers managers through appropriate delegation of work
• Develops close working relationships with key talent

1. Budgets / Profitability

• Resources engagement teams with suitable talent balancing correct levels and numbers and recruiting as necessary
• Manages margins effectively through accurate budgeting pricing and profitability management on engagements
• Monitors that time and expenses to engagements are recorded and submitted weekly
• Oversees WIP on projects / engagements and ensures billings are timeously done and collections followed up
• (May) negotiate pricing for engagements to ensure profitability whilst maintaining client interests

1. Eminence

• Drives internal and external eminence

Leadership / Behavioural Capabilities

• Living our Purpose - Fosters broad commitment to our purpose and values; inspires peers and teams to make an impact that matters
• Competitive Edge - Anticipates market and competitor trends to develop and deliver bold and innovative solutions that differentiate Deloitte with clients
• Influence - Builds long-term trust-based relationships with senior stakeholders and influencers and uses highly developed influencing skills to drive impact often in complex situations
• Performance drive - Builds a high performance culture by cultivating individual and team strengths; drives outstanding client service often through large cross-business and/or cross-border teams
• Strategic direction - Sets & communicates strategic direction excites people around the vision and goals and aligns diverse cross-functional and cross-border teams to achieve success
• Talent development - Manages the development of a strong pipeline of talent for current/ future success; owns and drives a talent experience that differentiates Deloitte
• Inspirational Leadership - Leads from the front acting as an exemplary role model for leaders at all levels; promotes a strong sense of loyalty and followership and energizes others to act

Cross Consulting Capabilities

• Delivery Excellence - Ability to lead projects and provide strategic direction across the account to deliver a superior client experience
• Knows the Business and Sector - Ability to advise the client to make decisions that positively impact return on investment; provides subject matter expertise on sector trends and leading practices
• Analytical Thinking & Problem Solving - Ability to make decisions with confidence based on analysis of available information to drive business success
• Financial Acumen - Ability to leverage financial information and business case to build support for a solution
• Executive Presence - Ability to project confidence establish credibility with and influence clients at all levels
• Global Mindset - Ability to adopt a global approach to networking building eminence and assembling teams to best serve clients
• Business-Technology Acumen - Ability to articulate an informed opinion on leading edge technologies and how they affect emerging business models in domain area

Service Line (OT) Capabilities

• Fosters Innovation - Ability to leverage expertise in an offering and sector to generate innovative solutions for clients and continually differentiate our offerings

Note:
The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

Note: The list of tasks / duties and responsibilities contained in this document is not necessarily exhaustive.  Deloitte may ask the employee to carry out additional duties or responsibilities which may fall reasonably within the ambit of the role profile depending on operational requirements.

Be careful of Recruitment Scams: Fraudsters or employment scammers often pose as legitimate recruiters employers recruitment consultants or job placement firms advertising false job opportunities through email text messages and WhatsApp messages. They aim to cheat jobseekers out of money or to steal personal information.

To help you look out for potential recruitment scams here are some Red Flags:

• Upfront Payment Requests: Deloitte will never ask for any upfront payment for background checks job training or supplies.
• Requests for Personal Information: Be wary if you are asked for sensitive personal information especially early in the recruitment process and without a clear need for it. Fraudulent links or contractual documents may require the provision of sensitive personal data or copy documents (e.g. government issued numbers or identity documents passports or passport numbers bank account statements or numbers parents data) that may be used for identity fraud. Do not provide or send any of these documents or data. Please note we will never ask for photographs at any stage of the recruitment process.
• Unprofessional Communication: Scammers may communicate in an unprofessional manner. Their messages may be filled with poor grammar and spelling errors. The look and feel may not be consistent with the Deloitte corporate brand.

If youre unsure make direct contact with Deloitte using our official contact details. Be careful not to use any contact details provided in the suspicious job advertisement or email.

At Deloitte we want everyone to feel they can be themselves and to thrive at workin every country in everything we do every day. We aim to create a workplace where everyone is treated fairly and with respect including reasonable accommodation for persons with disabilities.

We are committed to employment equity and building a diverse and inclusive workplace across the African continent. Our recruitment processes are aligned with our Employment Equity Plan and the principles of the Employment Equity Act. Preference may be given to candidates from designated groups.

We actively support the inclusion of people with disabilities and embrace neurodiversity in the workplace. We recognise and value the unique strengths that neurodivergent individuals bring and we are committed to creating an environment where everyone can thrive.

If you require reasonable accommodations in relation to your disability and neurodiverse needs during the recruitment process please let us know. We are happy to make adjustments to suit your individual needs.

Remote Work :

No

Employment Type :

Full-time