Head of HR

1 month ago

Johannesburg, South Africa Anova Health Institute NPC Full time

Anova is an NGO that empowers people and changes lives. Good health and quality of life is what motivates us to provide healthcare solutions and support for those who need it most. _
- We are looking for Head of Human Resources to develop, implement and manage Anova’s human capital strategy, ensure HR governance, policies and procedures are implemented throughout the organisation. Human capital management is related to all employees’ issues such as compensation, employee engagement, learning and development, talent management, leadership, wellbeing, and performance management. It also encompasses other elements linked to human resources such as driving engagement, increased productivity, adding business value, HR planning, HR systems and their governance, including legal and donor requirements and Anova’s policies and procedures. _

**Key Duties and Responsibilities**:
**Human Capital Strategy, and HR governance**
- Develop Anova’s Human Capital strategy, aligned to Anova’s Transformation Strategy.
- Partner with relevant senior managers and Anova’s Exco, to translate the strategy and organisational policies into HR strategic and operational plans to successfully deliver Anova’s programmes and business objectives.
- Maintain knowledge of all relevant laws, donor requirements, policies and best practices and ensure Anova 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 Anova’s 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.

**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 Anova operates.
- Work with hiring managers to maximise Anova’s reach into the talent pool through the various platforms available, including reputable agencies and external service providers.
- Lead the development and promotion of the Anova brand as an employer of choice.

**Employee Performance Management**
- Ensure that an effective performance management system is implemented and monitored which aligns with Anova’s 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.

**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.

**Learning and Development**
- Oversee the development of an integrated learning and development plan that maximises opportunities for all Anova staff to further develop, and that it increases employee engagement and job satisfaction.
- Regularly and systematically evaluate Anova’s critical positions and their competencies and determine the best methods to ensure Anova 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.

**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.

**HR Systems**
- Oversee the management of A

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