MAIN PURPOSE OF THE POSITION
? As part of the leadership team the position is the custodian of human capital (HC) management and development and responsible for transactional people management processes.
? The role interfaces with all leadership and employee levels and requires effective stakeholder partnerships in executing on key people processes to achieve the strategic and operational objectives.
? The incumbent leads and manages the people related agenda in the organization focusing on the desired employee-experience, which is aligned with Employee Value Proposition and designed to achieve a high-performance culture.
? The incumbent is responsible for talent management, culture and organisational transformation, skills and capacity development, employee relations and the associated administrative processes
Key Performance Area:
Human Capital Advisory role:
a. Providing expertise and advisory support to leaders on people management, including:
i. Acting as HC expert and providing people management thought leadership;
ii. Building leadership and management capabilities on HC processes, by supporting and coaching leaders on business decisions affecting people management;
iii. Acting as change champion;
iv. Acting as people management advisor to the Executive Committee.
b. Managing the Human Capital Executive Committee and HC governance processes:
c. Build strong business relationships and be a single point of contact for employees and leaders to advise on HC practices and processes;
i. Act as a performance improvement agent by ensuring effective performance management practices are in place.
d. Managing HC service level agreements with suppliers and service providers.
Organisational design and Resourcing
a. Maintain and review the organisational structure of the business, develop and review role profiles that support the organisational structure;
b. Responsible for talent sourcing, shortlisting, interviewing and selection process and provide decision making support to department leaders;
c. Oversee recruitment, appointment and transactional administrative processes across the business;
d. Responsible for onboarding of new employees.
Training & Development
a. Enable the implementation of training and development programmes and tools to address identified training needs ensuring a positive Return on Investment;
b. Execution of talent management to identify, manage and retain talent within the business, including succession planning and development of key talent;
c. Enable appropriate training solutions to address training gaps identified;
d. Support the Organisational Change & Performance Lead in the design of development plans for key talent and key positions to ensure a balance between capabilities (‘bench strength’), succession and individual development needs.
Remuneration and Rewards
a. Formulation and review of Employee Value Proposition.
b. Implement remuneration frameworks and processes aligned to company's reward philosophy aligned to the Employee Value Proposition;
c. Provide benchmarking support to management during salary reviews.
d. Oversee administration of payroll processes.
Performance management and improvement
a. Implement performance management frameworks and aligning performance management and people development to create a high-performance culture;
b. Support line managers in executing performance management processes to close performance gaps.
Organisational and EE transformation:
a. Implementation of culture transformation and human capital initiatives;
b. Partnering with leadership in aligning the leadership culture with company's culture, facilitating employee engagement and building a motivated high-performing workforce;
c. Responsible to implement Employment Equity Plan, strategies and targets and continuously monitoring and reporting on equity progress;
d. Own the EE committee process and report to the HC Committee
e. Roll-out diversity management initiatives in line with transformation strategies.
HC Management Information:
a. Implement and report on HC metrics measuring the effectiveness and efficacy of people processes;
b. Implementing HR Management Information system and reporting to leadership and functional stakeholders.
HC Project management
a. Work with external consultants to drive strategic projects and report back;
b. Participating and/or leading projects on organisational development and HC operations to successful implementation in line with project plans and timelines;
a. Advise and support leaders in the management of employee relations in the organisation.
b. Facilitating the effective management of employee relations and workplace conflict;
c. Responsible for the effective resolution of labour disputes.
HC Regulatory, Policy & Risk Management:
a. Responsible for HR statutory reporting within the required timeframes and dates;
b. Ongoing review and develop HC policies for approval by the HC EXCO Committee and the Board;
c. Ensure operational processes and controls are in place to ensure compliance with Group policies and standards and statutory regulations;
d. Oversee HC audits to identify business risks and e implement risk mitigation strategies.
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