About Deloitte

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Purpose of the Role 

The Associate Director Talent & Organisational Effectiveness (AD T&OE) will be accountable for work conducted in the design / build phase.  The AD T&OE role is an executive role, which is responsible for providing strategic direction to ensure the right people capability and capacity to deliver on the business of today Audit Strategy.  Critical to the role is the ability to lead, influence and implement integrated change across the business to ensure that the people processes and initiatives are adopted and evolve to match the shifting strategy and requirements of the audit business (the role is not focused on operational HR i.e. Payroll, Admin etc.). This is a fulltime role that reports into the Diversity Leader with a dotted reporting line to Talent & Transformation (T&T) to ensure alignment with global and Africa Exco priorities and Talent Standard requirements 

Key Performance Areas:

• Develop, implement and continuously evolve an integrated audit people strategy aligned to the business strategy: Acquisition to Exit (Talent, Leadership, Performance Management, Reward, Learning, EVP Engagement, Retention and Culture Transformation)
• Ensure alignment between the audit people strategy, Global and Africa talent strategy, as well as Member Firm Talent Standards
• Execute and monitor progress against the people strategy
• Provide key people and talent insights, that are informed by up-to-date thought leadership
• Consult with and provide guidance to the Business Unit Leaders regarding their people and talent related matters
• Implement a talent management framework and drive focused and inclusive talent forums and development processes that build the right, diverse and transformed talent for the audit firm
• Develop and implement a leadership and management development programme to ensure the right capabilities to manage against the evolving audit requirements and drive the right people experience and culture
• Redefine the Audit EVP to match the evolving talent requirements and expectations, integrated with adapted people processes
• Continually evolve and drive consistent adoption and quality execution of the performance management process
• Ensure the right integration and alignment of the reward framework to drive the right culture and performance
• Provide input into and implement a learning framework and blended approach aligned to the global learning curriculum for all levels of employees to enable continuous upskilling and world-class audit, risk and quality management
• Develop and implement culture and engagement initiatives to communicate and support the audit business transformation, informed by the Shared values of the Firm
• Liaise with the Diversity leader to ensure alignment of Talent and diversity portfolios
• Set up, manage and run the Audit Talent Board with Talent Partners on a quarterly basis

ISQM:

• Ensure quality objectives as set in terms of ISQM-1 are met for their respective areas
• Execute on Deloitte conditions of success specifically relating to: reward and recognition.

Differentiators for this specific role: 

• Revise partner and staff performance management framework in line with new expectations framework and behavioural identity
• Revision and implementation of updated partner remuneration model
• Implementation of specific recommendations applicable to this role
• Assign accountability for learning and redesign of learning programme in line with Central Talent & Transformation and Technical advisory on technical learning programmes
• Develop communications for digital enablers, reinvigorating a digital lens on the business in terms of what tools are already available
• Integrate firm strategy, capability map and capability deficits into a strategic Talent management roadmap
• Execution of revised EVP and change management and performance management implications of this
• Design and build a Manager Academy to drive capability and EVP for this layer
• Portfolio analysis to implement single dedicated manager for large listed clients
• Implement leadership identity (behavioural index and standards) to be socialised at partner, AD and manager level, which defines leadership expectations, supported by a learning programme
• Revise partner and staff performance management framework in line with new expectations framework and behavioural identity
• Revision and implementation of updated partner remuneration model
• Immediate change to manager policy to reward quality in F20 and then beyond
• Focus on and consistently improve the talent experience for all our people (partners, mangers and trainees)
• Full design of the assessment process
• Design engagement process
• Roll out change and communications plan
• Design and implementation of an employee wellness programme

Core Professional Technical / Behavioural Capabilities

• Expert in field with excellent industry and business knowledge
• Demonstrated leadership skills
• Ability to interpret, communicate and implement strategy
• Demonstrated execution of complex projects within timeframes and cost
• Experienced in development and delivery of professional presentations
• Excellent report writing skills
• Exceptional communication skills, both written and verbal
• Strong interpersonal and relationship building skills
• Excellent mentorship and coaching ability with desire to develop self and others
• Strong client delivery focus
• Highly adaptable, managing change and ambiguity with ease
• Focus on quality and risk
• Excellent problem solving ability
•  Exceptional business acumen

*Please note that this job advertisement provides a summary of the capabilities required and all candidates shortlisted will receive a full list of capabilities.

Qualifications and Experience Required

• Post graduate qualification in business masters level preferable e.g. MBA or Masters in strategic people management e.g. Psychology, Leadership, Organisational Effectiveness

Experience Required

• 10+ years relevant experience in leading, developing and implementing strategic people processes, initiatives and programmes
• Expertise in developing integrated people strategies
• Background and experience in talent management and learning
• At least 5 + years’ experience working as an executive or working directly with executives / leaders in shaping and implementing strategic people initiatives and change
• Preferable to have come from an industry that has dealt with more “mobile” talent challenges and people practices, or has experience in working across industries to bring varied experience and options for addressing key people practices, talent, learning, employee engagement, leadership development, culture change and performance management
• Experience with supporting digital business transformation and skills

About the Division

It takes a high-powered network of internal support professionals to keep Deloitte going strong. The Internal Client Services (ICS) function provides a wide variety of support services to our organisation and people.  Rewarding career opportunities are available in:

• Human resources
• Information technology
• Marketing and Communications
• Financial support services, and much more.

As with all the functions in Deloitte, a core set of competencies is associated with each Internal Client Services area.  An overall understanding of value-added client service, the experience to work in multifunctional and cross-border teams, strong business acumen and the instinct to think and act globally are essential for advancement within Internal Client Services.

What impact will you make?

Every day, your work will make an impact that matters, while you thrive in a dynamic culture of inclusion, collaboration and high performance.  As the undisputed leader in professional services, Deloitte is where you’ll find unrivalled opportunities to succeed and realize your full potential