People Support Manager

The People Support Manager will develop, implement and facilitate all People Support Services strategic priorities aligned to achieving the overall company objectives; to drive a high customer focused team to deliver exceptional customer experience in the business and assist with driving people strategies that support departmental strategic agendas; develop effective organisational design processes, change management practices, processes and people practices/policies; Develop and execute value driven People support project solutions that creates value and further promote the values and culture of the company, including people engagement.

**Key Responsibilities**

**Strategic management**
- Develop People Support Services operational strategy and provides input into the functional strategic alignment to the business objectives
- Benchmark of national and international PS best practices and makes recommendations on improving and creating a competitive Employer Value proposition and People Support practices that will promote employee attraction and retention
- Manage and monitor the implementation of the People Support Services strategic priorities to ensure that the People Support objectives are met
- Ensure that the team structure and roles are effectively designed and there is a strong team capability to ensure that a high People Support Services is delivered
- Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments and applicable laws relating to people support

**People Support Service Delivery**
- Provide strong management support and guidance on people driven strategies and interventions to promote productivity and engagement within their area
- Ensure that the service delivery is focused and driven consistently by the team and that the quality of services is of high standard that is aimed at creating an excellent customer experience in the business
- Provide effective professional advice and guidance to managers and employees regarding the correct implementation of labour laws and other legislative requirements, PS policies, practices and procedures
- Provide guidance and advice on the performance review processes (Individual Performance Plans & Development Plans) to the Departmental Managers
- Ensure that all PS processes and practices are aligned to the values and are embedded in the culture
- Prepare and plan annual budgets
- Prepare bi-monthly PS reports for Operations & Support

**Recruitment Management**
- Develop recruitment strategy which may include job posting optimization, recruiting marketing channel development, job board procurement, digital and non-digital employment marketing, comprehensive recruitment campaign planning, talent planning, etc.
- Formulate sourcing strategies, innovative talent acquisition and selection techniques, and practices to source the right skills sets and quality talent
- Design and deliver of effective talent attraction, resourcing and planning practices and processes to meet business requirements
- Network with internal and external stakeholders with the purpose of building and expanding the talent pipeline
- Ensure that the just-in-time recruitment targets are met
- Ensure recruitment target are met according to the employment plan
- Manage and monitor recruitment against planned forecasted headcount budget
- Develop, plan and prepare annual recruitment budget
- Negotiate placement rates with agencies
- Monitor and track staff requisitions against budget requirements
- Manage recruitment cost

**Employee Relations**
- Create a climate of trust, cooperation and stability within the company and a harmonious and productive working environment which enables the company to compete effectively in its marketplace and contributes to a respected reputation.
- Ensure capacity building and compliance to relevant labour legislation, codes of good practice [ILO and Department of Labour] and international standards.
- Provide the PS team and business with strong IR advice and guidance to ensure that that IR decisions are sound and minimizes risk to the business
- Provide coaching and training to team members on how to manage and advice on IR or performance related matters, including representation at CCMA
- Conduct and represent the company with CCMA disputes and ensures that cases are effectively and professionally prepared and reported to the business
- Review and update all legislated policies, provide training to management and communicates all changes into the business

**Organisational Development**
- Provide sound advice and support on organisational development and change management intervention issues with the collaboration and guidance of the OD department.
- Provide management with organizational design support and guidance relating to departmental or team structure changes
- Assist managers with job analysis and job profiles; ensuring that the job design is appropriately aligned to effectively support th