Country HR Manager (OMAO)

Job Description

Role Name  Country HR Manager (OMAO)

Job Family  Human Resources

Business  OMAO

Key Focus 

  • Individually accountable for development and execution of HR strategy for Old Mutual in the country in support of business plans and in alignment with corporate HR strategy and governances.
  • The incumbent is individually accountable for achieving results through managers and their teams over periods of 3 months to a year.

Employment Equity Category 

Minimum Qualification 

Additional Qualification Information  

Relevant tertiary HR qualification. Relevant experience.

CCM Level   Manager of Others

Key Result Areas


Learning & Development 

  • Establishes training and development needs of the staff through the ongoing process of evaluation and performance management.
  • Implements learning.

Organisation Design and Development

  1. Provides input to Exco as well as to OMA Central HR regarding HR issues and needs of the business.
  2. Aligns HR to Country business strategy and OMA HR strategy.
  3. Ensures that organisational structure applies RDP principles.
  4. Identifies the current and ideal culture within the country.
  5. Develops OD plan to address cultural gaps.
  6. Provides a change management capability for the country.

Compensation and Benefits

  • Ensures that contracts and addendums for staff are updated.
  • Reviews benefits where applicable.
  • Interacts with trade unions on monetary issues if needed.

Capacity Planning

  • Facilitates annual capacity planning process for staff.
  • Manages the vacancy and promotion process.
  • Analyses human resource data.
  • Identifies talent gaps and takes corrective action.

Team Effectiveness

  • Individually accountable for staff time tasks and output quality over periods of 3 months to a year.
  • Balances own priorities with directing and motivating others.
  • Selects potential MOs to sustain pipeline.
  • Plans & assigns work over periods of 3 months to a year.
  • Guides and directs staff to achieve operational excellence standards.
  • Creates a climate for optimal performance.
  • Manages performance.
  • Selects potential staff to sustain customer/client service delivery.

Risk Management

  • Identifies all HR risks.
  • Develops risk prevention measures.
  • Reports on status of HR risk categories.

Role Description

  • Accountable for the full HR function of the country.
  • Delivers HR capability across the business.
  • Identifies HR issues and needs within the business.
  • Provides input to Country Exco as well as to OMA Central HR regarding HR issues and needs of the business.
  • Aligns HR to Country business strategy and OMA HR strategy.
  • Manages and operationalises various HR practices for the country.
  • Manages other managers / staff directly to deliver HR capability.

Competence Requirements

  • Planning, supporting and guiding/coaching others by focussing them on the accomplishment of work objectives through active performance management and development. This is done to enhance and strengthen their respective skills and abilities that they can fulfil current and future role responsibilities more efficiently.
  • The ability to make balanced and sound recommendations and decisions, by understanding issues and problems, evaluating the consequences of alternative solutions and to select the most appropriate alternative. Recommendations and decisions need to be implementable, effective and well thought through.
  • Operating as a change agent to facilitate the implementation and acceptance of change within the workplace by encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities.
  • Using appropriate interpersonal styles and communication techniques to gain acceptance of ideas or plans; adapting one’s own style to accommodate the target audience.
  • Engages with others from different cultures, races, gender, ability, beliefs, viewpoints and experience to establish and maintain productive relationships. Respects and values differences and develop ways to improve work place effectiveness through the optimisation of differences.
  • Assuming responsibility and accountability for the successful completion of tasks and adhering consistently to standards of excellence. Ensuring that all relevant detail has been considered.
  • Establishing a course of action for self and others to ensure that goals are achieved. This includes the effective management of time and resources; and the ability to adapt plans when appropriate.
  • Having achieved a Full performance level of technical knowledge, related to a specific role.