Deputy Director: Human Resource Planning and Systems at The Department of Sports, Arts and Culture (DSAC)

REQUIREMENTS :

• Senior Certificate/Matric Certificate /Grade 12 Certificate or equivalent qualification; A minimum three-year National Diploma (NQF level 6)/ Degree (NQF level 7) as recognised by SAQA in Human Resource Management / Public Management / Public Administration/ Industrial Psychology or any relevant Human Resource Management qualification.
• 3-5 years relevant experience, at least 3 years at an Assistant Director level in HR Planning, HR Systems, Employment Equity and Policy development or any relevant HR governance environment; PERSAL Personnel Control exposure;

DUTIES :

• The purpose of this post is to provide human resource planning, information systems and reporting mechanisms; Coordinate and ensure development of Human Resource Plan-Coordinate the development and implementation of human resource and plan; Ensure compliance with human resource planning framework; Integrate workforce analytics and forecasting models to identify capacity gaps and inform strategic workforce planning; Conduct analysis on human resource management prescripts and working environment to identify barriers to equity and inclusivity and recommend interventions; Analyse current and future skills demand to support reskilling, upskilling and succession planning initiatives; Monitor and report on the implementation of human resource plans; Coordinate and maintain Human Resource Information Systems (HRIS)-Maintain human resource and staff establishment information system; Manage and monitor PERSAL control and other human resource digital platforms;
• Conduct an analysis of human resource information and produce reports; Research, recommend, and implement human resource digital innovations; Collaborate with ICT to integrate human resource systems with automation, predictive analytics, and chatbot-enabled employee self-services; Produce human resource analytics reports that drive data-informed governance, policy review, and operational improvement; Facilitate the development and review of Employment Equity (EE) Plan-Facilitate the development implementation and review of the employment equity plan; Use data-driven tools analytics to track representation, monitor equity targets, and forecast future equity trends; Generate interactive employment equity dashboards to support compliance reporting and transformation initiatives; Compile, analyse and submit statutory employment equity reports; Coordinate and participate in employment equity and Skills Development Forum/Committee; Provide advisory support to management and employees with regards to employment equity and transformation; Promote awareness and training programmes on employment equity within the department;
• Oversee Compensation and Workforce Costing-Maintain and monitor the Compensation of Employee (CoE) costing model in collaboration with the Management Accounting unit; Ensure alignment between the approved staff establishment, funded posts and compensation budget; Model salary, benefits and allowance impacts, and OSD adjustments to support budget planning; Monitor and report on vacancy over‑/under‑spending trends and provide recommendations to management; Conduct analyses to assess the financial implications of organisational changes, implementation of human resource plans and policy directives;
• Validate compensation data for accuracy, completeness and audit compliance; Coordinate the development and review of Human Resource Management Policies and Governance-Keep abreast with changes and public service trends in the human resource environment; Provide advice to relevant unit on the development and review of human resource policies; Coordinate the review process of human resource policies; Disseminate the approved human resource policies to departmental employees; Ensure policies align with digital transformation objectives, human resource technology standards, and data privacy requirements (POPIA).