Human Capital – Organisation Transformation – Senior Manager at Deloitte

Johannesburg, Gauteng, South Africa -

Full Time

Start Date

Immediate

Expiry Date

21 May, 26

Salary

0.0

Posted On

20 Feb, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Strategic Plan Implementation, Team Management, Leadership Capabilities, Proposal Writing, Engagement Leadership, Market Trend Analysis, Change Management, Digital Adoption, Organization Design, HR Strategy, HR Transformation, Client Relationship Management, Sales Target Achievement, Profitability Management, Talent Development, Cross-selling

Industry

Business Consulting and Services

Description

Company Description At Deloitte, our Purpose is to make an impact that matters for our clients, our people, and society. This is the lens for which our global strategy is set. It unites Deloitte professionals across geographies, businesses, and skills. It makes us better at what we do and how we do it. It enables us to deliver on our promises to stakeholders, while creating the lasting impact we seek. Harnessing the talent of 457 000+ people located across more than 150 countries and territories, our size and scale puts us in a unique position to help change the world for the better—by bringing together the services we provide, the societal investments we make, and the collaborations we advance through our ecosystems. Deloitte offers career opportunities across Audit & Assurance (A&A), Tax & Legal (T&L) and our Consulting Services business, which is made up of Strategy, Risk & Transactions (SR&T) and Technology & Transformation (T&T). 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. Job Description 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 year's working experience Preferred Master’s Degree relevant to Service Area / Business Management, etc.) 10 - 12 year's 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 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 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 Operational Effectiveness Communicates detail of SLA’s 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 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 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 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, parent’s 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 you're 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 work—in 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.

Responsibilities

The Senior Manager will support service or business area leadership in implementing the strategic plan through effective team management, focusing on promoting leadership capabilities such as purpose, influence, and performance drive. Key duties include leading large engagements, monitoring team capacity against the pipeline, and driving sales opportunities with targets for revenue and utilization.