Director: Human Resources P4 (5 Year – Fixed Term) at University of Fort Hare

KEY PERFORMANCE AREAS:

Govern and Direct the Human Resources function of the institution

• Play a key role in shaping the overall strategic direction of the institution.
• Govern implementation of policies & strategies agreed by Council / Senate.
• Promote institution’s reputational profile through networks & partnerships.
• Provide oversight, leadership & guidance to units under area of responsibility.
• Play a key role in executive/governance committees.
• Direct the leadership resources as per the structure above.
• Monitor achievement of unit’s strategic plan achievement.

Medium to Long-term Conceptualisation and Vision

• Formulate & review strategy aligned with vision & mission.
• Approve implementation of structures, resources & systems.
• Collaborate with senior stakeholders in strategy design.
• Conduct regular strategic alignment reviews.
• Provide regular feedback to senior stakeholders on plan implementation.

Strategic Financial Business Planning and Budgeting

• Conduct long-term financial projections & planning.
• Lead resource management processes.
• Lead strategic cost management processes.
• Allocate & re-allocate funds & resources based on portfolio needs & requirements.
• Approve financial strategies in conjunction with senior stakeholders.
• Obtain approval for annual budgets from executive committee.
• Exercise prudent budgetary control.
• Approve large payments, assets procurement & services.
• Report on financial & budgetary objectives/plans.

Organisational Leadership Management for own team

• Plan leadership talent, succession and development based on institutional strategy for own team.
• Direct preventative & mitigation strategies for anticipated talent risks.
• Recruit, select & appoint a leadership team based on the approved Resource Plan.
• Build & direct the leadership team within portfolio structure.
• Manage performance management aligned with the Performance Management System.
• Direct talent competence, skills & performance levels aligned with strategy.
• Submit succession & development plan progress reports to senior leadership.

Strategic Relationship Development

• Participate in key institutional policy and decision-making bodies.
• Develop & foster partnerships with local & international academic institutions.
• Engage with industry/government stakeholders aligned with the business area.
• Participate in related industry forums.

Institutional Human Resources Leadership

• Remain abreast of HR related legislation, developments & best practices.
• Identify strategic & Institutional HR related risks.
• Conceptualise HR initiatives aligned with the strategic goals & objectives of the institution.
• Prepare an integrated institutional HR strategy & objectives for submission.
• Approve HR initiatives in conjunction with governance/executive committees.
• Recommend & provide HR advice & input to governance/ executive committees.
• Provide specialised advice on HR integration processes during institutional change interventions.
• Collaborate with other senior stakeholders on HR planning & resourcing requirements.
• Plan for Human Capital Audits.
• Direct institutional HR functional strategies & plans.
• Accountable for the organisation's Human Resources Planning processes.
• Accountable for the Human Resources Info System (HRIS) & Administration.
• Lead & direct Compensation/Remuneration strategy, philosophy, system & process.
• Accountable for the Talent Acquisition strategy, systems & process.
• Accountable for the Psychometric Assessment strategy, systems & process.
• Accountable for Organisation Development & Effectiveness.
• Accountable for the Talent Training & Development strategy, systems & process.
• Accountable for the Succession Planning strategy, systems & process.
• Accountable for the Employee Relations strategy, systems & process.
• Accountable for the Transformation strategy & process.
• Present HR related topics at leading public platforms.
• Monitor progress against approved HR initiatives & projects.
• Monitor confidentiality of employee & remuneration information.
• Monitors HR value proposition to internal stakeholders.
• Report to governance / executive committee on special projects/initiatives’ progress.
• Present HR audit report progress to senior leadership.

INHERENT CRITERIA:
Minimum Qualification(s)

• A Master’s degree in Human Resources Management or Industrial Psychology or related fields.

Minimum Experience

• A minimum of 10 years’ experience in the Human Resources discipline, exposed to the full scope of the HR function.
• 5 years’ experience in a managerial capacity leading a team of HR professionals / practitioners.
• Extensive experience in human resources management in a senior leadership role within a complex organization, preferably in higher education or a comparable sector.
• Strong leadership, communication, negotiation, and interpersonal skills, with the ability to build relationships and collaborate effectively with diverse stakeholders.
• Strategic thinking, analytical skills, and ability to translate HR goals into actionable plans and measurable outcomes.
• Keeping abreast with leading HR systems and technology.
• Proven experience in implementation of new technologies.
• ICT systems knowledge i.e., MS Word, Excel, PowerPoint, Teams, etc.

Comprehensive knowledge of HR principles,practices, employment laws and regulations including:

• Higher Education Act 101 of 1997,
• Occupational Health & Safety Act section 16 (2) ,
• HEQC (Higher Education Quality Committee) Human Capital standards.
• HR Discipline related legal knowledge of:
• All labour-related legislation e.g., EEA, etc,
• Labour Relations Act 66 of 1995,
• EDTP (Education Training & Development Practices Seta rules),
• POPIA (Protection of Personal Information Act) 4 of 2013.
• HR Discipline related functional knowledge for:
• Organisation Development,
• Talent Acquisition (Recruitment & Selection),
• Learning, Development & Succession,
• Planning,
• Compensation management,
• Employee welfare management,
• Employee Relations & Transformation and Resources Planning.