Manager, HR

Found in: beBee S ZA - 4 weeks ago

Limpopo, South Africa Exxaro Resources Full time
Exxaro Resources’s job vacancy, Career and Recruitment

Job title : Manager, HR – Lephalale jobs in Limpopo

Job Location : Limpopo,

Deadline : March 29, 2024

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QUALIFICATIONS:

BCom (Hons) HR Management (Essential/Minimum) Management Development Programme (Essential/Minimum) Master of Business Administration (Recommended/Desirable)

EXPERIENCE: 

10 years  Relevant Human Resources Operational, Employee Relations and Talent Management experience   (Essential/Minimum)  Management

REQUIREMENTS: 

Psychometric Assessment (Essential/Minimum) Certificate of Fitness (Essential/Minimum)

Duties & Responsibilities

Compliance, Governance and Assurance    

 

Assess, audit and ensure compliance to Human Resources (HR) Strategies, Plans, Policies and Practices, corporate HR governance, statutory, legal and other requirements for Business Unit (BU) Ensure achievement of Employment Equity (EE) Plans, Social Labour Plan (SLP), Workplace Skills Plan (WSP), Annual Training Report (ATR) for BU Ensure Annual Reporting Plans are compiled and submitted within allocated timeframe for BU Ensure adherence to legislation and collective agreements Ensure that the HR assurance findings are managed and executed in accordance with the Group’s people strategy, HR governance and the business planning cycle

Customer, Stakeholder and Client Relationship Management    

 

Lead the strategic HR service offerings for the BU Establish and maintain a Strategic HR Business Partner relationship with leadership team and internal clients to facilitate execution of strategic HR initiatives Manage internal relations to ensure that business outcomes are achieved in line with the strategic HR initiatives Provide relevant and specialised support to applicable stakeholders Act as trusted advisor and change leader to line management Continuously improve strategic HR service delivery to ensure that it meets the expectations and standards as set out in the strategic HR framework and outcomes Conduct regular review session with leadership team and Group HR Manager to asses service performance against agreed target/Service Level Agreements (SLA) Maintain in depth knowledge of production working area/s to enable effective and efficient solutions to line management

Effective People Management    

 

Provide leadership that will contribute effectively and efficiently to achievement of Business objectives within BU Promote a high performance driven culture and teamwork Enable an Employee Relations (ER) culture that promotes effective relationship between line management and employees and organised labour

Financial Management    

 

Compile annual HR budget and continuously manage progress against budget Recommend and incorporate cost saving initiatives into budgets and controls expenditure within approved parameters Monitor and report on expenditure of department against budget Partner with Line to reduce total workforce cost in real terms including overtime and contractors

Functional Excellence    

 

Adhere to functional policies, standards, guidelines, procedures, end- to-end processes, tools, templates etc. Assist in standardising, simplifying and speeding-up functional processes, eliminating duplication/bureaucracy Apply functional best practices, promote sharing of best practices/knowledge

Internal Business Processes    

 

Operationalise the Group’s People strategy and oversee the implementation at business centre level Partner with relevant senior managers and HR leadership to ensure organisational transformation in terms of diversity, employment equity targets and goals, manpower productivity, talent growth and retention, workforce capabilities and industrial relations Support the implementation of the Strategic Human Resource Solutions, HR Administration, alignment of HR outcomes with business outcomes and the overall HR methodologies within a fit for purpose delivery framework Manage, monitor and maintain all HR related services and compliance for BU’s and projects at BU level. Manage and oversee the strategic HR Delivery at operational level including delivery against the SLA with business Understand requirements of workforce capabilities (roles and skills) in terms of the supply and demand identified in the business strategy and plans Generate the business unit strategic workforce plans Manage the implementation of business unit workforce strategies arising out of the strategic workforce plans. Ensure the incorporation of all dimensions influencing the people requirements in the business (i.e. turnover, skills development, critical and scarce skills etc.) into business plans Manage and monitor the manpower productivity strategies at business unit level Monitor and direct the HR Systems landscape to ensure system alignment with process changes and improvements Manage and oversee the execution employee engagement, performance and culture drives through Strategic Human Resources Business Partnerships (SHRBP’s) Oversee data accountability, integrity and master data at business unit level

Safe and Healthy Work Environment    

 

Maintain and ensure a healthy environment, safe operations and practices, ensuring compliance with applicable Safety Health and Environmental (SHE) policies and procedures in line with set standards Encourage a culture that focuses on safety in operations Legal appointment in terms of Occupation Health and Safety Act (OHSA) and Mine Health and Safety Act (MHSA)

Strategy Management    

 

Align and execute HR strategy for BU to ensure that business objectives are met Provide a strategic HR consulting service to BU taking into consideration group wide initiatives Collaborate with relevant group managers to create innovative HR solutions and manage the implementation at business level Manage demand for HR services and facilitate delivery thereof Establish and monitor HR events throughout BU and coach business leaders

Talent Management    

 

Attract retain and develop high calibre employees Manage employee selection and establish an integrated succession planning system Ensure performance contracts and succession planning processes are deployed to support creation of an enabling environment Ensure talent management initiatives (e.g. leadership development, career management, corporate talent management process, performance management and development plans) are adhered to and successfully implemented

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