Human Resources Executive: Gauteng

HUMAN RESOURCES EXECUTIVE: GAUTENG

PURPOSE OF THE ROLE

The purpose of this role is to provide strategic leadership and direction of the organizations human capital and facilities functions

DUTIES & RESPONSIBLE

1. Strategic Management

a) Develop and implement the Human Capital Management (HCM) strategy and plan.

b) Align the HCM strategy with the CLIENTs strategy.

c) Develop the HCM strategic dashboard and executive reports.

d) Ensure an effective HCM operating model.

e) Develop and implement a best-practice Human Capital environment (including the review of Human Capital policies, practices, processes, systems, etc) that will contribute to business success.

f) Provide insight to Human Capital leadership to implement strategic Human Capital and operating plans for the entire Client ecosystem.

g) Partner with peer field Human Capital from the Members (Affiliates) to collaborate, define, and deliver best practices and share resources.

h) Participate in the CLIENTs Strategy development.

i) Partner with business leaders on the development and implementation of key business strategies and initiatives; identify opportunities where Human Capital can support and drive business goals and objectives.

j) Serve as the key strategic Human Capital partner to the Chief Executive Officer (CEO) and executive leadership team of CLIENT.

k) Develop and maintain a detailed Player and Team Management enablement, support, and fulfillment sub-strategy, including HR for contracted players.

l) Develop and maintain a detailed Staff enablement, support, and fulfillment sub-strategy, including HR for administration and high-performance staff.

m) Drive the Human Capital Transformation strategies of the CLIENT in conjunction with EXCO.

n) Develop and implement the Facilities Management strategy and plan.

o) Align the Facilities strategy with the CLIENTs strategy

2. Manage Strategic Human Capital & Facilities Functions

a) Drive a Performance and Reward Framework (strategy, policies, processes, system, etc.) that will contribute towards the establishment of a performance-driven culture and workforce.

b) Manage the development and implementation of the Talent management strategy and plans (including succession planning), which will ensure the attraction, retention, and ongoing development of talent, resulting in a skilled, competent, and engaged workforce.

c) Manage the development and implementation of the Organizational Design (OD) strategy and plans.

d) Manage the development and implementation of the Remuneration and Benefits strategy and plans.

• Ensure leave management
• Ensure salaries and incentive management.
• Manage CLIENTs payroll (ensure compliance with legislation).
• Ensure management of South African Revenue Services legislation, regulation, and directives.

e) Support the Employee Relations Framework (structure, policies, processes, etc.), which will result in a harmonious work environment and ensure the implementation of fair labour practices and compliance with labour legislation.

f) Employment Equity Management.

g) Develop and implement Employee Wellness strategies that will contribute to employee well-being and ensure compliance with statutory Occupational Health requirements.

h) Manage the development and implementation of the Learning and Development strategy and plans

• Pipeline management.
• Workforce planning.
• Leadership development.
• Learnership and internship management.
• Participate in Culture, Arts, Tourism, Hospitality and Sport Sector Education and Training Authority (CATHSSETA) and South African Qualifications Authority (SAQA) structures.

i) Remedy escalated issues from the Members (Affiliates) in the areas of human capital, employee relations, employment law, and remunerations.

j) Oversees facilities management in respect of the CLIENT Head Office building and the Centre of Excellence.

k) Oversees the reception and related administrative support systems within CLIENT.

3. Stakeholder Management

a) Provide Human Capital Management advice and support to Executive Management (Exco).

b) Ensure an effective relationship with the South Africa Clienters Association (SACA) or any other union(s) (Agreements, negotiations, and employee relations).

c) Establish and manage employee engagement forums.

d) Network with local and international Human Resources professionals.

4. Human Capital Financial and Budget Management

a) Develop and manage the HCM budget and demand plan as per CLIENTs financial guidelines.

• Monitor key HCM financial indicators (Pay - scales, leave provision, salaries, overtime, short-term and long- term incentives, CCMA and Labour Court settlements, mutual settlements, and other embedded costs).
• Monitor key factors affecting the salary bill.
• Absenteeism.
• Incapacity management.
• Salary increases/remuneration/benefits.
• Employment contracts (resourcing of staff full-time permanent/fixed term).
• Staff turnover.

5. Consulting Services

a) Provide professional advice to Executives and Managers regarding Human Capital matters.

b) Contribute to the development of Human Capital Management professional skills, both internally (CLIENT and Members) and externally.

c) Participate in the National Skills development agenda.

2. Executive Reporting

a) Effectively and accurately report to the relevant Sub-Committees and Board on all human resources and facilities matters.

b) Ensure that the BU complies with the necessary reporting standards.

c) Take responsibility for the human resources and facilities-related reports within the annual Integrated Report.

3. Governace, Risk & Compliance Management

a) Manage HCM Governance, Risk, and Compliance.

• Ensure compliance with Human Capital legislation and regulation.
• Develop and implement the HCM policy universe to ensure good governance.
• Develop and execute internal control measures to ensure good governance.
• Ensure that HCM policies and procedures are relevant and current.
• Ensure communication and enforcement of HCM policies and that Business Units (BU) comply to and are updated on all policies, procedures, and protocols.
• Implement Standard Operating Processes.
• Serve as a member of the Executive Committee (Exco).
• Attend the Human Resources and Remuneration Committee (RemCo) of the CLIENT Board.
• Review and implement a Risk Management Plan in line with the organizational Risk Framework in order to minimize risk from a Human Capital perspective within CLIENT.
• Identify and manage operational and strategic risks across entire HCM and facilities portfolios.
• Ensure a comprehensive Risk Analysis is done of the above portfolios and identify mitigation actions against each of the identified risks.
• Ensure the CLIENT Risk Scorecard is continuously updated from a BU risk identification and mitigation perspective.

4. People Management

a) Regularly and on a set schedule, meet with all direct reports in a structured fashion, both one-on-one and collectively.

b) Monitors and manages performance to clearly communicated expectations, including but not limited by means of a Performance Management System.

c) Ensure performance management against set objectives for all employees.

• Ensure excellence and equity.
• Ensure adherence to CLIENTs values.

d) Determine and manage the Human Capital requirements capacity (skills and competence) of permanent and fixed- term contracted employees.

e) Ensures PDPs (Personal Development Plans) are executed.

f) Maintains an environment and climate conducive to high performance.

g) Lead by example.

h) Act as a mentor to own team members and other CLIENT staff.

i) Lead and manage the HCM and Facilities team.

j) Provide periodic feedback to the relevant role players

QUALIFICATIONS

Benchmark 1 Optional 2 Somewhat Important 3 Moderately Important 4 Important 5 Essential to Role

Human Resources Management / Industrial Psychology Honours Degree or Equivalent Qualification

5

Masters in Human Resources Management / Industrial Psychology / Masters in Business Administration (MBA) or Equivalent Qualification would be an advantage

4

Leadership Management Programme

3

CCMA Certificate

4

Labour Relations

3

Member of a professional board such as the SA Board for People Practices (SABPP).

4

EXPERIENCE

Benchmark 1 Optional 2 Somewhat Important 3 Moderately Important 4 Important 5 Essential to Role

A minimum of 10 years of senior management experience in a progressive human resources management role with a strong background in employment and selection, training, organization development, compensation, employee relations, and employment relations or a similar role

5

A minimum of 5 years experience in operating at the senior executive level

5

A minimum of 10 years experience in strategic planning and execution.

5

A minimum of 5 years previous experience in a Facilities role.

3

5 years experience in sports management is desirable

3

REQUIRED SKILLS & KNOWLEDGE

Benchmark 1 Rarely required 2 Sometimes required 3 Often required 4 Always required 5 Vital to role.

Skill/Knowledge/Attributes

Benchmark

Computer skills capable of basic troubleshooting

5

Advanced proficiency in effectively conducting video conference meetings (Skype, Zoom, Teams)

5

Advanced proficiency in MS Office Suite (Word, Excel, PowerPoint)

4

Develop annual budgets

5

Represents the brand on public and media platforms

4

Implements business development strategies

5

Develops strategic business plans

5

Knowledge of industry regulations

5

Sound knowledge of the business environment, the relevant role players within the business, and their key responsibilities and outcomes

5

Sound knowledge of the CCMA processes and legislation that regulates the entire CCMA process from inception to completion

3

Sound knowledge and understanding of the legislation pertaining to the Education, Training, and Development Industry, such as the SAQA Act, SDA, and the bodies attached to the legislation

4

Knowledge of the principles and practices applied in the education, training, and development field

3

Knowledge and understanding of the principles of finance and the components involved in finance

4

Sound knowledge of the current and future HR Practices to apply it to the best interest of the organization

5

Sound knowledge of the relevant legislation applicable to Human Resource Management and Development

5

Knowledge and understanding of the company policies and procedures applicable to the specific work environment to ensure that work outcomes are compliant with the policies and procedures

5

Advanced business communication skills enabling verbal and written communication at all levels

4

The ability to analyze situations and to arrive at the best possible solution

4

The ability to interact with people at all levels in the organisation and in the socio-economic environment

4

The ability to manage conflict in such a way that the cause of the conflict is understood by all relevant role players and that the issue causing the conflict is resolved in an amicable manner

4

The ability to conduct a meeting during which somebody is asked questions, e.g., by a prospective employer, to determine if the person is suitable for the prospective job

5

The ability to plan, organize, lead, and control in the work environment to achieve the business objectives

5

---