Senior Manager Human Resources

MAIN PURPOSE

To strategically manage and lead the implementation of Human Resources strategy, policies, procedures, processes, and practices through Business partnering and to assist in positioning the Human Resources Function.

Key Performance Areas:

1. Formulates Corporate and Divisional Human Resources operations management strategy and direction.

2. Manages the Human Resources Operations Management

3. Sets the functional direction for the implementation of human resources processes

4. Leads and Implements the company Human Resources projects, and portfolio initiatives for Transformation and ensures integration across the business disciplines within their respective Divisions.

5. Heads the transformation planning and implementation processes for the human resources function in Corporate, Divisions, or Subsidiaries. 

6. Provides a high-level Human Resources advisory and consultancy service.

Key Customer/s:

1. GE HR

2. Divisional and Departmental Heads (Group Executives and General Managers)

3. Line Managers (General Managers & Senior Managers)

4. HR Centre of Excellence 

5. Parties of interests (Labour Union Representatives, Department of Labour, etc)

6. Employees

Functional Outputs/Activities

1. Formulates Divisional Human Resources Operations Management Strategy and Direction by :

1.1 Providing leadership and support to the Division in ensuring the successful implementation of the Operating model and its mandate

1.2 Reviewing and providing input on policies, procedures, and guidelines related to Human Resources Operations management

1.3 Managing the implementation of Human Resources Operations management policies, procedures, and guidelines throughout the company

1.4 Ensuring that HR initiatives , deliverables, and products are clearly defined and aligned to the company turnaround plan by focusing on well-being of employees in the Division, driving a culture of performance, accountability and focused on improving productivity

1.5 Leading the execution and implementation of the Employment Equity plan and Diversity targets for the Division

2. Manages the Human Resources Operations Management by:

2.1 Creating a high-performing culture through partnering and empowering Line Management to recruit, develop, and retain a highly-skilled , engaged, and accountable employee base across the Organisation

2.2 Ensuring that the Division has a productive and transformed workforce through workforce planning and management, development and the retention of key talent, succession planning and management of leadership talent

2.3 Providing an integrated Health and Wellness programme that will promote Divisional sustainability

2.4 Managing and ensuring compliance with reward management policies and processes.

2.5 Instilling and encouraging positive behaviour that supports the Division`s vision and objectives to help achieve improved performance

2.6 Driving the implementation of relevant controlling procedures

2.7 Empowering staff and mobilising resources towards areas of increasing performance

2.8 Representing Human Resources Operations on the Human Resources related Committees.

3. Sets the functional direction for the implementation of human resources processes by:

3.1 Responsible for the management of human resources information systems. This includes: Human Resources database, Balanced Scorecard reporting, People Health index for the Division

3.2 Responsible for the analysis and interpretation of human resources KPIs and timeously, identifying and informing management of potential problem areas and recommending corrective action strategies to the Group Executive with respect to focus areas.

3.3 Working together with the Audit department and ensuring alignment to the audit processes for the measurement of Human Resources in the Division

3.4 Co-ordinating input from Human Resources and monthly reporting to CoE

4. Leads and Implements Human Resources projects portfolio initiatives, Human Resources Transformation and ensures integration across the business disciplines within their respective divisions by :

4.1 Co-ordinating the management support and setting of priorities across individual projects to deliver additional benefits and meeting the changing business needs, selecting projects and co-ordinating projects by managing interfaces.

4.2 Assigning priorities to projects according to resource requirements and strategic importance. 

4.3 Optimising resources across projects

4.4 Compiling reports including the proactive identification of problem areas/red flags.

5. Heads the Transformation Planning process for the Division by :

5.1 Driving all processes to develop a competent workforce through training plans, WSP, EE & SD, learner pipeline, and other competency development initiatives

5.2 Leading and driving all process to develop and retain a productive workforce i.e. remuneration tools, talent boards, employee engagement etc.

5.3 Assisting in building collaborative relationships with trade unions and creating meaningful engagements between Line Managers and employees

5.4 Leading initiatives/processes to foster culture change and transformation projects

5.5 Managing and improving the health and wellness profile of employees

5.6 Communicating and influencing the human resources processes and choosing which ventures to abandon, which of those continuing ones to emphasise, and which new ones to enter

5.7 Building critical capabilities to create a highly responsive, multi-skilled , flexible, and innovative workforce that adapts to future markets and a new world of work through cross-cutting functional training

6. Provides a high-level Advisory and Consultancy Service by:

6.1 Providing Specialist advice to Management on Human Resources Operations issues

6.2 Negotiating and liaising with Human Resources Managers throughout the company 

6.3 Representing Divisions at appropriate Human Resources Forums

6.4 Interfacing strategically with Human Resources related external organisations and companies to ensure best practices are introduced in the company

7. Resources Management by :

7.1 Leading and providing direction to the HR Team

7.2 Providing opportunities to develop, and adequately train staff members through the completion of annual Personal Development Plans

7.3 Managing individual staff performance through the development of performance contracts and provision of regular performance reviews, based on the contracted performance targets

7.4 Maintaining staff discipline in line with disciplinary code and procedures

7.5 Developing and Managing Budget

Minimum Qualification Requirements:

B-Degree / B Tech in Human Resources Behavioural Sciences / Social Sciences or Management at NQF 7 level with 360 Credits.

Related Minimum Experience:

10 years of Extensive experience in Senior Management and Human Resources value chain management and practices.

Attention to detail.

Verbal and written communication including at the Board level

Innovative and pro-change.

HR Processes and Implementation.

Talent Management processes.

Performance Management System (KPI's).

HR Leadership.

Learning and development.

Centre of excellence.

Strategic report writing to the Board.

Stakeholder Management.

Project Management.

Compliance.

Operational delivery reporting.