Head: People Operations

This entails playing a central role in designing strategies, policies, and systems for the effective management of recruitment and selection onboarding and offboarding, leave administration, headcount movement and data analytics processes, and recommending people enabling systems to improve engagement and service delivery.

The position is also responsible for building and leading a best-in-class and efficient people operations team across SBV.

As a member of the People Leadership Team, the Head of People Operations actively contributes to the strategy and development of the people function at SBV.

**Strategic Management and translating Human Resources (HR) objectives into measurable actions**
- Formulate an HR operations strategy and operating model in support of SBVs medium and long term strategic plans.
- Responsible for the implementation of SBV HR strategies, framework, standards, and policies.
- Manage and monitor the implementation of key strategic programmes and projects emanating from the HR strategy.
- Review the effectiveness and relevance of the HR operations strategy in view of business dynamics and recommend value-adding approaches to respond to business needs.
- Design and implement a future proof and service first approach, utilising technologies for smooth and effective first-line people operations support for the people operations team to have a stronger drive on value add/human-centric support.
- Partner and collaborate with other HR heads of department to deliver on common people projects or needs.

**HR Delivery and Operational Service Excellence**
- Manage, assess, and take overall accountability for the effective implementation of value-adding HR solutions in support of business needs, in particular:

- **Headcount Management**: Manage the headcount movement, report and advise on appropriate measures to mitigate related risks identified.
- **Talent Management**: Drive talent management and associated interventions and engage in robust engagements with Line Managers on talent risks and plans for future skills supply in the context of the business roadmap.
- **Job Analysis and Profiling**: Manage and provide support for job analysis of job profiling projects and interventions.
- **Recruitment and Selection**: Manage the Recruitment team/s to deliver on sourcing and selection issues and key vacancies.
- **Employee Onboarding/ Offboarding**: Review and analyse employee feedback emanating from the onboarding and offboarding process to identify areas of improvement and recommend a review of the practices that do not support the creation of the desired employee value proposition balance sheet.
- **Reporting**: Generate regular and ad hoc HR metric reports, including headcount and turnover, in support of business needs.
- **Basic IR Advisory**: Guide and advise managers and team/s in addressing routine day-to-day employee and industrial relations matters, including performance and disciplinary action etc.
- Support the successful implementation of key projects and initiatives.
- Report on the progress of projects and initiatives being implemented including reporting on key HR performance indicators used to measure employee engagement.
- Manage the accurate and timely administration and delivery of all people transactional aspects of the employee life cycle whilst ensuring the integrity of all people data held in HR systems.

**Leave Management**
- Contribute to the review of Leave Management processes and policies, including accountability for implementing related projects to reduce the leave liability for SBV.
- Report on the impact of current Leave status on the SBV's financial position, including forfeited leave not taken at the end of the leave cycle.

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**Recruitment and Selection**
- Accountable for the recruitment and selection function by establishing and designing a strategy and framework for SBV in line with broader HR strategic objectives.
- Establish governance criteria for compliance with the approved recruitment strategy, policies and processes.
- Implement and update the recruitment policy in line with relevant legislation.

**Financial Management**
- Provide input into the compilation of a budget that supports the operational plan.
- Manage the budget by tracking expenditure and report deviations to the Executive HR timeously.
- Monitor and evaluate spending to align with HR Operations objectives and budget allocations.

**People Management**
- Capacitate the department by ensuring that the team structure is maintained, appropriately recruited and selected.
- Lead and manage the performance of a team of senior HR business partners, HR business partners and HR officers.
- Drive team engagement and accountability across the regions for best in class HR services.
- Provide required training and development to staff for optimal performance.
- Drive productivity and efficiency in the HR Operations.

**Stakeholder Management**
- Build strategic relationships through consistent