Company Telesure Investment Holdings Jobs 2020 for Learning and Development, Talent

Company Telesure Investment Holdings Jobs 2020 are available for those qualified. Apply now for the Company Telesure Investment Holdings job postions before the closing date.

The Employment board of Company Telesure Investment Holdings announces job positions that are available for Applicants. The Company Telesure Investment Holdings Vacancies comes with requirements which One must meet to stand a chance.

How to Apply for Company Telesure Investment Holdings Jobs 2020

Telesure Investment Holdings (Pty) Ltd (TIH), is the holding company of some of South Africa’s leading financial long and short term insurance providers. Our portfolio includes South Africa’s most loved and recognisable brands such as 1st for Women, Auto & General, Budget, Dial Direct, Virseker and 1Life. Employee Benefits Administration via our Hippo Advisory Services, which includes health insurance, provident fund and group life administration. Hippo is South Africa’s first comparison website and compares insurance, other personal finance products, travel, health, money, travel, cars from a range of South African brands.

We’re pioneers with a hunger for the best, bringing customer-focused innovation and service excellence to the financial services industry. We’re an undivided team of diverse thinkers and doers who believe in leading through technology and pushing beyond limits.

The successful incumbent will provide strategic direction on talent, learning, leadership development and rewards across the TIH group. Work closely with key business leaders and the TIH People leadership team to develop and drive organization effectiveness and the talent development strategy.


Job Title: Head: Learning and Development, Talent Management and Rewards
Reference: # HODLDTR2020
Contract Type: Permanent
Salary: Market Related
Location: Dainfern, Gauteng, South Africa



  • Functional Strategy Formation
    Provide thought leadership to develop world class talent, leadership,learning and culture enabling the business needs and broader People Strategy.
  • Internal Client Relationship Management
    Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.
  • Organizational Design
    Provide specialist leadership within a multidisciplinary team to evaluate the current state organization, to develop and assess future state organizational design propositions, and to clarify the costs and business benefits of change.
  • Organization Structure
    Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organization, to enable the achievement of the organization’s mission and business objectives.
  • Transformational Change Management
    Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organization.
  • Information and Business Advice
    Lead the Learning, Engagement, Succession and Performance organization to develop and execute talent offerings to build leadership, management, gamemaking expertise and overall organization capability.
  • Compensation and Benefits Program Design
    Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.
  • Learning and Development Program Design
    Drive end to end learning frameworks across levels within the organization. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.
  • Talent Development
    Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.
  • Policy Development & Implementation
    Develop a comprehensive policy framework for a significant area of the business, and oversee it’s implementation.
  • Stakeholder Engagement
    Establish deep, trustful and influential relationships with senior leaders and Csuite leaders to help drive the transformation of the business and the HR function.
  • Budgeting
    Take overall responsibility for setting and approving budgets that achieve organizational strategy.
  • HR Data Analytics and Insights
    Leverage people analytics and insights to diagnose organizational opportunities, evaluate program effectiveness, talent and organization capability gaps to design and implement solutions.
  • Leadership and Direction
    Communicate the talent development and L&D strategy and its relationship to the organization’s mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organization’s business goals.
  • Organizational Capability Building
    Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritize development activities. Embed personal development and the fulfillment of personal potential in the culture of the organization. Build capabilities elsewhere in the organization through mentoring and other informal
  • Performance Management
    Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.

General Education
MA (Industrial Psychologist) or Bachelor’s degree in a related field; post graduate degree in organizational psychology, organization behavior, or organization development (Essential)

General Experience
Minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement.

Managerial Experience

Minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

*SAQA Accredited Equivalent -It is the onus of the applicant to provide TIH and its subsidiaries with certified evidence that their qualification(s) meet the equivalent NQF level required for this role at time of application.

#Financial Sector Conduct Authority (FSCA) competency requirements: FAIS recognized qualifications / Regulatory Examinations / Class of Business Certification and / or CPD according to your DOFA (where applicable) -As a registered Financial Service Provider, we are mandated to ensure that all our representatives are and remain fit and proper at all times. By applying for this role, you consent to having your relevant qualification and or accreditation or confirm that you are working towards meeting the competency requirements. You further consent to the relevant information being verified.

Employment Equity
The Company’s approved Employment Equity Plan and Targets will be considered as part of the recruitment process. As an Equal Opportunities employer, we actively encourage and welcome people with various disabilities to apply. TIH is committed to an organisational culture that recognises, appreciates and values diversity & inclusion.

To apply:

Click Here!

Application Deadline: 16/03/2020

Similar Posts

Leave a Reply

Your email address will not be published. Required fields are marked *