General Human Resource Manager at Fidelity Services Group

Job Purpose/Overview:

A position for a General Manager (Operational Human Resources) has become available reporting to the Human Capital Executive. The overall purpose of this position is to support the Executive and oversee all the operational Human Resource functions relating to the different divisions, including but not limited to: Fidelity Guarding Services, Fidelity ADT, Fidelity Cash Solutions as well as provide a strategic partnership to the leadership of the business.

The role’s key focus includes but are not limited to: Full managerial oversight of recruitment and vacancy management, on-boarding processes, HR systems data input quality validation, HR compliance, regional compliance with all Group HR Policies, maintenance of Human Resource standards and execution of new start-up projects, contracts and roll out or ad-hoc operational requirements, related to the HR processes.

Qualifications, Experience and other competencies required:

• BCom Degree in Human Resource Management.
• 8 to 10 years’ experience as a Human Resource Manager/ Senior Human Resource Generalist with proven leadership abilities.
• Experience operating in multiple geographies would be an advantage.
• Extensive operational experience would be an added advantage.
• Knowledge of the BCEA/EEA/LRA and other related Acts.
• Multi-Union experience.
• Experience within the Services and or Security Industry
• Ability to interact on all levels.
• Must have excellent communication and people skills.
• Administration, interpersonal communication, and client liaison skills are required.
• Own vehicle and valid driver’s license.
• Willing to travel when required.
• Clear Criminal Record.

Key Areas of Responsibility: (Not totally inclusive)

• Oversight and review of all Human Resource functions in the set-out area of responsibility.
• Main Key Performance areas:
  • Regional Human Resources/Employee Relations
  • Manage the manpower planning and understanding of divisional recruitment, induction and Learning and Development needs.
  • Talent Acquisition/Succession
  • Culture and Transformation
  • Compliance and Benefits

• Influence and drive the achievement of agreed/set out Group Targets.
• Facilitate an organisational culture where employees can grow, be innovative and ensure top performance thus adding value to the business.
• Performance planning and managing of KPI’s within the regional HR structures.
• To facilitate the process of Training and Development compliance.
• Implement and maintain performance management principles and practices.
• Talent and Succession Management and People Development on a regional level.
• Maintain good staff working conditions and improve employer-employee relationships through implementing the Group employer-employee policy.
• Manage and co-ordinate team on an ongoing basis regarding role and function and output.
• Addressing of various Union matters, support Employment Equity processes and ensure continuous implementation of best practices.
• Support the Human Capital Executive and the team of COE role players.
• Conducting monthly regional HR meetings and report on the same as and when required.
• Contribute to the HR Structure by providing valuable input.

Core Competencies:

• Providing Leadership
• Driving Success
• Structuring Tasks
• Communicating Information
• Creating Innovation
• Coaching and Mentoring
• Showing Resilience
• Adjusting to Change
• Building Relationships
• Giving Support
• Processing Details
• Evaluating Problems
• Investigating Issues
• Dealing with internal and external stakeholders
• Flexibility