Head of Human Resources

4 weeks ago

Johannesburg, South Africa Specd Full time

JOB DESCRIPTION INFORMATION:


Job Title: Head of Human Resources
Job Type: Permanent
Job Industry: NGO - Heath Sector
Location: Parktown, Johannesburg

KEY DUTIES AND RESPONSIBILITIES:


1. Human Capital Strategy, and HR governance:
  • Develop the companys Human Capital strategy, aligned to the Transformation Strategy.
  • Partner with relevant senior managers and the Exco team, to translate the strategy and organisational policies into HR strategic and operational plans to successfully deliver the programmes and business objectives.
  • Maintain knowledge of all relevant laws, donor requirements, policies and best practices and ensure the organisation is compliant with these, including compliance with POPIA and any other privacy and information security requirements.
  • Ensure that good governance and control systems are maintained through the review, development, implementation and enforcement of appropriate policies and procedures for the effective management of the overall staff, covering the full employment life cycle and the various aspects within (employee relations, career development, grievances, and wellness among others).
  • Analyse and monitor HR data and trends to inform organisational decision making, and present comprehensive HR reports to the CEO and COO and other stakeholders when required.

2. Talent Acquisition and Rewards Management:
  • Ensure that Talent Acquisition and Retention strategy is in place, reviewed and kept updated to meet any challenges in the rapid changing environment in which the company operates.
  • Work with hiring managers to maximise the companys reach into the talent pool through the various platforms available, including reputable agencies and external service providers.
  • Lead the development and promotion of the organisational brand as an employer of choice.
  • Provide guidance on progressive and proactive compensation and benefits initiatives to provide motivation, incentives, and rewards for attracting suitable candidates and retaining those that perform effectively.

3. Employee performance management:
  • Ensure that an effective performance management system is implemented and monitored which aligns with the Companys mission, strategic direction, objectives, and culture, adapting to latest trends to maximise employee engagement and productivity.
  • Ensure the performance management process is a practical system that is easy to understand and use for all employees, and that it provides an accurate assessment of each employees performance.
  • Maximise the use of available computer-based systems to ensure cost-effectiveness and efficiencies.
  • Monitor that the information obtained from these reviews is acted upon to implement processes to remedy poor performance, nurture talent, reward excellent performance and provide learning opportunities to employees.

4. Employee Engagement & Wellbeing:
  • Develop a cohesive employee engagement strategy ensuring that safety, wellness, and employee assistance programmes are integrated and contributing towards employee satisfaction.
  • Evaluate and advise on the impact of long-range planning of new projects, with a focus on the attraction, motivation, development, and retention of the people resources of the organisation.
  • Direct and lead employee engagement initiatives across the entire organisation, identifying opportunities to maximise positive engagement.
  • Ensure that all aspects of employee safety and wellness are considered, and that programmes and processes are adequate to address the needs of a varied workforce.

5. Learning and Development:
  • Oversee the development of an integrated learning and development plan that maximises opportunities for all staff to further develop, and that it increases employee engagement and job satisfaction.
  • Regularly and systematically evaluate the critical positions and their competencies and determine the best methods to ensure that the organisation has a healthy pipeline of talent to meet current and future needs, including but not limited to learning and development initiatives.
  • Lead the talent management process of matching specific people to specific roles and in partnership with the line managers and employees to develop career paths.

6. Employee Relations:
  • Support the Senior Legal Counsel who oversees the satisfactory running of the ER function. Work closely with the Senior Legal Counsel ensuring ER interventions and engagements are carried out in an efficient and cost-effective manner.

7. HR systems:
  • Oversee the management of the company HR manual, electronic, and any other relevant systems, ensuring they are used correctly. Maximise synergies and the use of the various modules within electronic systems to enable a well-functioning HR team that supports the implementation of the companys programmes.
  • Keep up with the latest trends in HR practices and HR systems and align the companys HR systems to these best practices.
  • Ensure best practices are used across all HR and related systems to maximise efficiencies and safeguard personal information.
  • Prepare and review reports for critical analysis of the HR function to provide insights into transformation and other business strategies.
  • Work closely with and support Payroll to ensure seamless processing of starters, terminations, changes to programmes and other critical operational aspects.

8. Staff Management and Workforce planning:
  • Support programme HR managers to ensure their teams are well managed and supported.
  • Ensure that the central HR team is well skilled and sufficiently resourced to support the programme HR managers and teams.
  • Use proven approaches for strategic workforce planning to ensure that there is alignment between the people needed and business strategies, in the short and long terms.
  • Participate in the development of project proposals as a strategic partner to inform operational aspects of the HR teams.

QUALIFICATIONS, SKILLS, AND EXPERIENCE REQUIREMENTS:

1. Minimum Qualification, Experience and Skills Required:
  • Bachelors degree in HR or HR-related discipline and at least 10 years progressive related experience.
  • 5 years experience leading the HR function of an organisation with 3000+ employees, or in a senior role supporting the HR function of such an organisation.

2. Advantageous qualifications:
  • A masters or similar post-graduate qualification in a relevant HR area is advantageous.

3. Competencies:
  • SA Labour and other applicable laws and regulations.
  • Corporate Governance (King IV).
  • HR best practices.
  • Business acumen and management competency.
  • Leadership skill.
  • Critical evaluation and detail orientated.
  • Excellent verbal and written communication, including report writing.
  • Microsoft Office.

PACKAGE & REMUNERATION:
  • Will be agreed based on qualifications, applicable experience, and previous earnings.


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