Snr Specialist Capability Building and Strategic Workforce Planning – Sasol

Purpose of Job:


Implementation of the identified programmes and initiatives to enable the Energy Business Unit (EBU) to develop the necessary organisational capabilities and the people building block of these defined organisation capabilities to ensure the required people, skills and competence needed to develop EBU business objectives.
Project manage the implementation of strategic initiatives to develop and reshape current and future people capabilities identified to deliver the strategic priority value identified.
Drive and improve strategic workforce planning for EBU to understand the workforce demand, supply and gaps in terms of the capability building strategy.
Work in partnership with Talent Management and HR Operating Model Entity (OME) teams to implement the required talent strategy.

Recruitment Description / Key Accountabilities:

•    Research and investigate the approaches and methods used by other organisations to identify current and future capabilities and determine their appropriateness to be implemented at EBU. This

includes gaining a proficient understanding of the technologies and tools used in the market for this type of analysis and keeping abreast of changes in this field.
•    Project management and oversee the implementation of identified EBU capabilities identified and specifically the people building block of these capabilities.
•    Work in close collaboration with the Energy HR Teams, Organisational Design and Energy Business Unit to shape the structures, accountabilities and scope of work needed to build the identified

organisational capabilities.
•    Define and implement processes targeted at identifying capabilities which will become redundant or obsolete in the medium and long term and recommend appropriate resourcing strategies with the

objective of staying ahead of these types of changes and reduce the impact on the workforce.
•    Lead the analysis and interpretation of analytics pertaining to how the shape of the workforce will change as the business evolves and identify potential risks for both the organisation and employees.
•    Research and investigate emerging and future competencies and capabilities which are applicable to the business environment to ensure that an outside-in perspective is considered when modelling

the expected transitions of the workforce.
•    Use HR analytics, data modelling and predictive analytics to prepare insightful reports which allows the different areas of the business to understand how the current workforce is equipped / able to

operationalise the key pillars of the strategy, and use these insights to lead talent development conversations with the business leaders.
•    Provide subject matter expertise and specialised advice to Talent colleagues and other members of the HR community regarding the type of analytics, reporting and methods which can be used to

inform talent decisions.
•    Contribute to the creation of a data-driven HR practice across the BU’s.
•    Oversee the EBU Strategic Workforce Plan processes through the following:
•    Understand the high level strategic and operational intents and direction of EBU and conduct a supply analysis
•    Ensure that the demand drivers are used to forecast human capital requirements.
•    Conduct the demand simulation to generate heat maps that are clearly indicate skills gaps and/or surpluses in the workforce complement.
•    Identify prioritised gaps and communicate to Talent Management and HR Operations who will develop the talent initiatives aligned to the medium to long term organizational needs and goals.
•    Ensuring that the objectives set for the organisational strategies are articulated in the most efficient and effective manner as required by the business.
•    Interpreting data accurately to identify and define current and forecasted workforce needs, ensuring alignment with business strategy and principles.
•    Ensure that the relevant strategic workforce planning tools are updated, functional, reliable and valid for the operations being simulated.
•    Partner with the BU’s/OME’s and the Corporate Centre to enable, monitor and evaluate effective implementation of the Strategic workforce SWP methodology within EBU.
•    Measure, monitor and evaluate planned talent initiatives, prepare and present SWP monthly, quarterly and annual status reports.
•    Participate in relevant committees, for a, structures and bodies responsible for SWP.
•    Serve as a change agent with reference to the embedding and entrenching a culture of using Strategic Workforce Planning methodology, tools, practices, policies and standard operating procedures

in any human capital forecasting exercise.


Formal Education:
University Bachelor’s Degree


Min Experience:
11 years relevant experience

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