Chief Director: People and Culture (P003094) at North West University

Introduction

• To support the effective functioning of the Office of the Executive Director: People and Culture by planning, scheduling, reviewing, coordinating, and managing the day-to-day operations of all People and Culture activities.
• This includes regular engagement with directors and clients to ensure delivery of outputs, as well as making decisions on behalf of the Executive Director when required.
• The role further entails leading and delivering projects in collaboration with directors and clients to enhance operational efficiency and effectiveness.
• Additionally, it contributes to shaping and driving the strategic direction of People and Culture from an operational perspective.

Job description

P&C Digital Transformation Strategy, effective automation and digitization

• Complete project team assembly.
• Procure professional services from a service provider with expertise to assist in the analysis and investigation processes.
• Provide proposal on alternative system for temporary employees.
• Provide report/proposal on the implementation in a modular fashion.
• Data Cleanup completed and signed off.
• Ensure the successful automation of the Resourcing process for applications and shortlisting process.
• Automate the employee exit process.
• Automate the functional allowance process.

Promote and enhance Employment Equity 

• Implemented strategies for accelerating the appointment of black staff generally, black women specifically and staff living with disabilities.
• Progress towards achieving targets expressed in statistics, indicating either successes, or deficits, or compliance supported by evidence-based reasons.
• The Successive EE Plan is executed with clear communication and monitored appointments.
• Review, update and implement the development of Academic Development Programs (nGAP, GOOT).
• Mentorship program completed and evaluated.
• Leadership program revitalized.
• Specific emphasis and focus on black and female senior promotions incorporated.
• Promotions criteria revisited to make reasonable accommodation provisions for People Living with Disabilities.
• Communication drives to encourage staff with international exposure to update information on DIY and included in the individual’s PDP.

Personnel cost efficiency to increase institutional operational effectiveness 

• Provide expert advice to the Staff Optimisation Project and ensure that they have the data they require to inform analysis and decision making.
• Manage and plan projects to be approved and presented to Council.
• Manage the Top Structure consulted and approved by Council.
• Report with recommendations on optimisation of the structures.
• Recommendations regarding optimizing with the focus on reducing remuneration costs approved by UMC and implementation commenced.
• Downward management of non-standard appointment costs.
• In collaboration with Strategic Intelligence, develop and implement strategies for optimizing the Productivity Human Resource Allocation Model ratios.
• Refine criteria for the creation of new posts which will inform the new staff cost apportionment.

Cultivate and enhance an ethical, inclusive, welcoming and values-driven culture 

• Identify and implement culture interventions for leadership.
• Conduct Culture surveys.
• Implement training on the role of line management in people management.
• Create an Enabling Leadership Culture that fosters a shared direction, shared values and alignment and commitment to transform the Organizational Culture.
• Establish and implement a clear vision for the workplace of future leadership interventions that prepare future leaders for the workplace of the future.
• Establish and implement women in leadership programs to eliminate barriers for women who lead. Leadership interventions that prepare NWU women leaders for the workplace of the future.
• Implement interventions that support the implementation of the Council-approved Digital Transformation Strategy.
• Infuse sound change management processes and project management skills in all P&C practices.

Attraction and retention of excellent staff

• Integrated Talent Management Framework developed and consulted.
• Ensure project plans for staff cost optimization are developed and approved.
• Strategy for the progressive differentiation in remuneration for academic staff refined and updated.
• Revise COS to enhance COS for mission critical and scarce skilled staff and Occupations in High Demand.
• Entrenched culture as a retention strategy and develop a Resourcing Plan with consultation from all the SMC members, progress tracked on a monthly basis.
• Provide training to managers on how to foster employee well-being within the workplace.
• Provide psychosocial counselling services to employees.
• P/C plan for the hyper-personalization of people management practice, developed and consulted.
• Integrated reporting on vacancies i.e., monitoring the recruitment status, occupancy of vacancies and age analysis quarterly reports.

Enhance Stakeholder Relationships 

• Ensure the commencement of one P&C roadshow at all three Campuses.
• Schedule monthly meetings with UMC members focusing on P&C issues and closing out of all issues.
• P/C Practitioners participate in the strategy sessions of the environments they serve.
• Monthly strategic issue log register and resolution of all matters in line with quality manual standards
• Consult on the annual Cost of Living.
• Adjustment (COLA) meetings with key stakeholders.
• Implementation of COLA outcomes.
• Data gathering of all issues impacting the staff cost optimisation project.

People Management 

• Create an enabling leadership culture by developing a shared direction, shared values and alignment and commitment to transform the organizational culture.
• Develop and implement a CS team upskilling and Reskilling improvement plan.
• Develop and Implement metrics for the measurement of CS team deliverables.
• Define and implement a road map for the capacity building of CS Practitioners to develop solution-oriented skills- empowerment of the CS team.

MINIMUM REQUIREMENTS:

• A master’s degree in human resources management or related field (NQF level 9).
• A minimum of eight (8) years’ specialist/operational human resources experience of which four (4) years should be on management level preferably within the higher education environment.
• Registration with a relevant professional body would be advantageous.

KEY FUNCTIONAL/TECHNICAL COMPETENCIES:

• Project management skills.
• Highly motivated, energetic self-starter who can be proactive.
• Understanding and application of relevant legislative requirements.
• Ability to work under pressure and act in a disciplined manner.
• Organisational awareness by demonstrating knowledge of policy, procedures, and discipline.
• Demonstrated ability to direct the development and implementation of strategy and strategic projects.
• Excellent managerial skills, including the management of human resources.

KEY BEHAVIOURAL COMPETENCIES:

• Excellent people skills.
• Excellent oral and written communication skills.
• Accuracy and attention to detail.
• Sound negotiation and conflict resolution skills.
• Work well under pressure, creating and managing change.
• Corporate intrapreneurship.
• Providing insights, vision, and goal setting.

Apply by: 24 October 2025