HR Director at Compuscan

Job description

Compuscan, a registered credit bureau that is based in Stellenbosch, has a position available for a Human Resource Director.

The purpose of this role is to support leadership across the Compuscan Group by identifying and coordinating HR services and effective strategies related to recruitment, compensation and benefits, training and development, performance management, reward and recognition, employee relations, policy administration, employee communications, HRIS maintenance, HR governance and reporting. This person partners with the executive leadership of the Group to manage and direct their capabilities and then drive operational excellence through the Group with a focus on growing the Group and moving it forward. In addition, this role is required to build and align all companies in the Group to a unified culture.

Key Requirements

• Postgraduate Degree in Human Resources
• Minimum 15 years’ experience in Human Resources is essential of which at least 5 years is in a senior management role.
• Proficient in MS office.
• Sound understanding of SA legislation.
• Key Competencies
• Ability to influence at all levels
• Ability to manage deadlines
• Ability to work independently
• Action oriented
• Attention to detail
• Builds strong relationships
• Ethical
• Excellent at multi-tasking and work under pressure
• Good communication skills (verbal and written)
• Good Interpersonal skills
• Good planning and organizing skills
• Resilient
• Team Player
• Visionary

Key Performance Areas

• Strategy and Leadership
• Develop the HR strategy in line with the Group strategy.
• Formulate an HR plan, programmes, policies and procedures according to organisational objectives.
• Design the HR department structure, positions, processes and systems in line with the strategic mandate.
• Assist with planning and prioritising the work of the HR department across the group.
• Oversee and manage the work of the employees of HR department
• Set department goals and plans in line with the HR Strategy.
• Set performance metrics for the department.
• Conduct regular performance reviews and development discussions that encourage ongoing development of the team.
• Coaches and develops the HR team.
• Coaches other executives on the HR agenda.
• Compile an HR budget to support the various programmes/initiatives.
• Track and monitor expenses in line with the budget.
• Strategically partners with all executives to drive the desired growth and change in each company and in the Group overall.
• Organisational Development
• Designs, directs and manages a Group wide process of organization development that addresses succession planning, workforce planning, employee retention, organization design and change management.
• Designs and manages employee engagement initiatives and employee communication through climate surveys, newsletters, focus groups, 1:1 discussion, etc.
• Directs a process of organizational design that reviews the company structure job design and workforce forecasting. Makes recommendations to management.
• Drives change management, diversity and culture alignment with the incorporation of new companies into the Group.
• Identifies and monitors the Group culture so that it supports the Groups goals whilst ensuring employee satisfaction
• Ensure that there are job descriptions across all roles in the Group
• Participates on all Group wide committees (health and safety, EE, SD, wellness, etc.).
• Handles the due diligence of potential acquisitions.
• Talent Management
• Design a robust recruitment and selection policy and procedure across the group that caters for all job roles and levels within the organization.
• Manages appointments according to the Group Employment Equity Targets.
• Ensures that the Group is seeking the best talent in the shortest turnaround times.
• Designs a comprehensive interview pack for critical roles in the business.
• Provides training on new and amended recruitment policy/processes.
• Manage the workforce planning of the group taking into consideration, succession planning and talent management.
• Training, Development and Performance Management
• Work with CSA to undertake a skills audit for each company in the Group and develop a skills plan for each company in the Group.
• Identify & consult with CSA for the provision of development activity.
• Implement a mentoring programme for top talent.
• Formulate an effective performance evaluation system/process.
• Track the quality of the performance review discussions and resolve any disputes that may arise from the process.

Compensation and Benefits

• Oversee the payroll of the Group as well as the policies and structures of bonus/commission schemes and other reward and recognition programmes.
• Ensure that there is standardized grading throughout the group after a thorough job evaluation process.
• Identify and makes recommendations on best practice compensation strategies and benefits.
• Acquires salary benchmarking data and advises the Group on pay strategies.
• HR Governance
• Leads the Group compliance on all government, labour, legal, statutory reporting in terms of Skills Development, Employment Equity, WCA, UIF, Stats SA, etc.
• Ensure compliance to all legislation. Advise and communicate legislation changes.
• Ensure that all contracts of employment as well as independent contracts are aligned to the SA legislation.
• Creates and maintains a comprehensive set of HR policies across the group.
• Provide advice and support to Group managers in terms of legislation, company policies and procedures and the HR operations.
• Regularly partner with Group managers to support them in managing their teams and to get a closer understanding of their operations. Provide reports and guide them on meeting the HR metrics.
• Provide training and distribute communications on key HR focus areas to ensure better understanding of company policies and SA legislation.
• Lead, support and guide on all IR matters (grievances, misconduct, poor performance, operational restructure, retrenchments, etc.).
• Represents the Group at the CCMA.
• Participates in any audit procedures that is required.
• Service Delivery, HRIS and Reporting
• Ensure that the necessary documentation is administered and the correct paperwork is on file for each employee in the Group throughout the employee life cycle.
• Tracks departments service delivery performance against HR metrics set.
• Prepares reports for the Group and the Board as required.
• Reviews the functionality and relevance of the HR system for effective reporting and consequent decision-making.

Based on experience and qualification we offer the following:

Basic salary: negotiable

Please send your current salary & salary expectations to CV’s to [email protected]

Please note: If no response is received within 14 days, please regard your application as being unsuccessful.