HR Director

**Job Advert Summary**:
**Purpose of the position**:
The HR Director will be responsible for developing and executing an HR strategy, in alignment with the organisation’s needs, through a collaborative effort with the executive and senior management team.

The role requires a hands-on approach and operational involvement to ensure an employee-oriented, high-performance culture with emphases on empowerment, quality assurance, relationship building, organisational development, employee wellness, good governance, talent management, risk management, employee recognition, labour relations, as well as policy development.

**Minimum Requirements**:

- Honour’s Degree in HR / Industrial Psychology
- 6 years’ experience in a senior HR management role and 3 years’ experience in the NGO sector
- Experience working in a large organisation that spans different geographical regions
- Well-developed knowledge and understanding of SA labour legislation and disciplinary procedures
- Good understanding of HR budgets, systems, processes and technology
- Knowledge and/or experience of SETA accredited training/B-BBEE regulations and compliance
- An enthusiastic team player with a strong drive to create a positive and collaborative work environment across the organisation
- Committed to excellence, continuous learning and development and achieving success
- Resilient with a sense of agility and urgency to adapt to a constantly evolving landscape
- Advantageous: Fluency in isiXhosa, isiZulu, Tswana, Sotho or other official South African language

**Duties and Responsibilities**:
- Strategic HR:

- Ensure that the HR strategy is aligned with organisational objectives.
- Champion the organisational values (professionalism, empowerment, appreciation and respect) and support the institutionalisation into the culture of the organisation
- Interpret, implement, drive and champion new and ongoing projects or challenges in a changing environment.
- Partner with management to effectively manage change and transition to meet organisational goals.

HR Operations:

- Support management by providing human resources advice, data and reports to expedite decision making.
- Use business data to measure gaps and successes and find solutions to close such gaps.
- Develop and/or analyse the HR budget and support complex workforce planning and monitoring throughout the organisation.
- Manage the HR Information System, ensuring quality control, reliability and integrity of employee data and information.
- Review and approve monthly payroll.
- Take responsibility for the organisation’s benefits portfolio and liaising with the insurance and / or broker as and when required.
- Ensure all training and HR statutory and funder reporting requirements are met timeously and are of high quality.
- Oversee employment contract administration and the issuing of annual employment contracts in line with funding.
- Ensure the implementation and maintenance of policies and standard operating procedures.
- Employee Relations
- Oversee employee relations and ensure fair labour practices.
- Leverage working relationships with all staff to build strong connections, cooperation, and collaboration.
- Job Grading
- Responsible for the job evaluation system, advising on job design, job descriptions and the correct grading of jobs.
- Talent Acquisition & Talent Management
- Through the Talent Management team, ensure that robust recruitment processes are in place to attract and retain top talent and increase hiring success rate in a scarce skill environment.
- Ensure effective on-boarding processes are implemented.
- Training & Development
- Oversee the Skills Development team and the implementation of a training and development strategy and plan in line with organisational requirements and legislative imperatives.
- Oversee the mentorship of staff and ensure it is documented.
- Performance Management
- Oversee the performance management system to meet the needs of the organisation.
- Objectively coach employees and management through complex, difficult performance issues by acting as a neutral advocate.
- Transformation and Change Management
- Drive transformation by championing diversity and supporting the B-BBEE strategy in line with B-BBEE and Employment Equity legislation.
- Wellness
- Develop, implement, and maintain customised and nuanced wellness strategies for staff in the organisation.
- Management of HR Team
- Manage a team of 7 direct reports covering HRBP’s, Wellness, Training, Talent Acquisition and Employee Relations.