Senior Human Resource Manager

6 days ago

Johannesburg, South Africa Tower Group Full time

**Requirements**:

- Degree in human resource, psychology or similar.
- Post-graduate degrees preferred
- 8-10 years in human resources, and at least 3 years in a senior management role.
- Experience in leading change management
- Experience in leading culture change initiatives.
- Experience in aligning an organisation’s overall strategy with employee development and succession planning.
- Intimate knowledge of behavioural economics and how it can inform incentives, KPIs, etc.
- Deep understanding of B-BBEE legislation and policy and Labour Laws.
- Driver’s license and own vehicle.
- Track record of building employee value propositions and employee engagement programmes
- Track record of building a high-performance values-based culture
- An added advantage to have : mentorship and coaching, strategic planning, Technology and 4IR experience

**Main Responsibilities**:

- **Strategy**:

- Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, succession planning, development, incentives, and retention.
- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.
- **People and Performance Management**:

- Facilitate the process of performance reviews for the entire organisation as per company requirement.
- Driving, overseeing, and improving the performance management framework.
- **Employment Equity/BBBEE/WSP**:

- Manage the implementation and ensure compliance to the Employee Equity BBBEE plan/strategy Monitor and report on Employee Equity/BBBEE compliance.
- Following governance and policy with all supplier decisions, invoicing, and budgeting**.**:

- **Administration, Systems & Records**:

- Administers or oversees the administration of human resource programmes including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.
- Payroll Management
- Manage exit processes for staff, carrying out exit interviews and make sure that the exit clearance form is fully completed.
- Coordinate all performance management results and liaise with the HODs and the board when necessary.
- **Manage all disputes and relevant IR conflicts**:

- Represent the organisation at Conciliation and Arbitration (Con-Arb) at CCMA.
- Communicate clearly and regularly with employees /management on relevant employee matters**.**:

- **Recruitment and Selection**:

- Ensure succession planning by building excellent relationships with external recruiting agencies, websites, academic & FET stakeholders.
- **Provide IR related advice, coaching and direction to staff at all levels**:

- Advising managers on all IR matters as well as labour law developments and discussing IR issues that needs urgent attention by the management and the board.
- **Provide an HR service to the business**:

- Monitors and ensures that compliance with Labour Law, BCEA and B-BBEE policy, laws, and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
- Develops and implements departmental budget.
- **Development, succession, and incentive planning**:

- Establish a process of retaining talent to ensure a return on the training investment and keep the strategic plan on track.
- **Development, succession, and incentive planning**:

- Establish a process to recruit employees, develop their skills, and prepare them for advancement in line with its overall strategy.
- Establish a process of retaining talent to ensure a return on the training investment and keep the strategic plan on track.

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