Job Openings General Manager Human Resources 12 Months FTC

About the job General Manager Human Resources 12 Months FTC

To develop human resources management policies and procedures and provide strategic input to company HR strategy. To provide direction and oversight in the implementation of the Companies HR strategic goals including integrated and holistic human capital support to the business areas. To advise the Executive Manager HR, CEO and HR Committee, on Human Resources and Labour Relations issues affecting the employees and the company. To become a business partner by providing them with resources to achieve strategic objectives. Provide Remuneration and Benefit insights and oversight Build and maintain solid relationship with fellow GMs and executives to promote compliance within applicable delivery levels.

Primary Objectives of the Human Resources Manager:

  • Development of a performing workforce.
  • Ensure a performance conducive and democratic workplace
  • Develop progressive, benchmarked Human Resources Policies and Procedures.
  • Facilitate organisational value orientation.
  • Ensure Health and safety of the workforce.
  • Personal ongoing development.
  • Oversee the development of Human Resources HR Policies and Procedures

Develop policies to support overall business strategic plans and objectives. Policies include:

  • Recruitment and retention
  • Remuneration
  • Performance Management system
  • Training and skills development
  • Organisational design
  • Career and succession planning

Organisational Development and Change Management

Organisational development:

  • Constantly assess the effectiveness of the HR function to act as champion in the development of relevant HR action plans to address the gaps.
  • Manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.

Transformation:

  • Constantly assess review/revise the companys transformation plans in terms of Employment Equity, BBBEE Scorecard, Skills Development.
  • Recruitment
  • Succession planning
  • Promotion o Retention

Employees Wellbeing:

  • Develop strategies to provide employee development opportunities and employee assistance programmes.
  • Manages the wellness, environmental health and safety, activity, and culture in the organisation Skills Development:
  • Manage the development and review of the skills development plans on an annual basis or as need arises.

Leadership development:

  • Implementation of regulatory EE requirements to encourage equal opportunities and retention of talented people

Talent Management

  • Develop and implementation of talent management strategy.
  • Work with line managers to conduct needs analysis and evaluate training requirements.
  • Develop overall training plans and perform skills audits.
  • Implement the training and development initiative in alignment with the business needs.
  • Ensure a Performance Culture

Conduct staff Performance Planning Sessions.

Compile Personal Development Plans and Skills Development Plan in collaboration with Line Managers in terms of :

  • Job Profile requirements
  • Strategic Performance Objectives/Plans
  • Key Performance Areas
  • Resources required to achieving objectives.

Employee Relations

  • Partners with management to communicate and enforce Human Resources Policies, Procedures, Programs, and Laws.
  • In line with Employee Related Statutes determines those relevant and recommends for policy enhancement and implementation to establish a positive employer-employee environment which promotes high level of employee morale and motivation.
  • Conducts periodic surveys to measure employee satisfaction and employee engagement.
  • Coaches and trains managers in communication, feedback, recognition, with employees who report to them. Makes certain that the managers know how to communicate effectively with employees.
  • Conducts investigations when employee complains or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
  • Develops and advises business units on the interpretation and effective management of labour relations to ensure a healthy work environment:
  • Policies and Procedures
  • Discipline
  • Grievances
  • Workmens compensation
  • Health and Safety
  • Represent the compant at the CCMA Management Forums:

Attend and participate in the management forums aimed at accomplishment of company overall objectives:

  • Labour Forum Committee
  • Employment Equity Committee
  • Transformation Committee
  • Management Committees
  • Implement appropriate risk management strategies in HR division.

People Management

  • Communication: Establish due process approaches to problem solving and regularly schedule communication opportunities. (Intranet etc).
  • HR: Define HR requirements and related cost control processes within HR.
  • Determine the human resources requirements, in the HR, in accordance with the expected deliverables.
  • Ensure employee capability to deliver in accordance with the expected targets.
  • Track and monitor performance in accordance with the HR policies and procedures.
  • Continuously provide feedback and coaching to ensure that the staff member/s perform at optimum productivity level.
  • Conduct performance reviews in accordance with policies and procedures and take corrective actions where necessary.
  • Appraise performance at the end of the performance period in accordance with policies and procedures.
  • Provide feedback to the relevant role players. Performance management: Establish Performance Appraisal Feedback, recognition, reward and development strategies for staff.

Management of HR Budgets

  • Be accountable and responsible for HR costs maintenance/ reduction while ensuring effectiveness
  • Define Budget, expenditure requirements and control processes within HR Programs
  • Analyse the business plan for the NHFC to determine the financial requirements.
  • Determine the financial allocations in accordance with deliverables.
  • Consult with the relevant members of staff and Heads of Divisions to determine requirements in terms of expenditure.
  • Compile the comprehensive budget indicating the financial requirements of in accordance with the budgeting guidelines.
  • Submit the budget for approval in accordance with policies and procedures.
  • Prepare Procurement Plan in line with HR Budget
  • Manage the allocated budget in accordance with the requirements of PFMA and related laws

Compensation

  • Establishes policy and procedure on company wage and salary structure, pay and implement accordingly, including bonuses and salary increases.
  • Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
  • Monitors all pay practices and systems for effectiveness and cost containment.
  • Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
  • With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.
  • Leads the development of benefit orientations and other benefits training for employees and their families.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention

Human Resources Information Systems (HRIS)

  • Manages the development and maintenance of the Human Resources System to effectively manage recruitment, payroll, benefits, performance management and so forth.
  • Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.

Qualifications Minimum Requirement:

  • Post graduate or Honours in Human Resources Management.
  • Preferred Requirement: Masters in Human Resources or above related qualification.

Experience Minimum Requirement:

  • Minimum of 10 years experience in Human Resources Management
  • 5 years at a senior management level.
  • Master HR Practitioner Advance Labour Relations
  • SABPP Members ship Preferred Requirement: Above experience in a similar Human Resources environment

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