GM: Human Resources - Supercare at Empact Group

Overall Purpose of the position:

• To lead and manage all aspects of the HR Department nationwide to ensure compliance with legislation, Human Resource Policies, Procedures, and Best Practice. This encompasses Talent Acquisition, Learning & Development, and Industrial Relations. The Head of Human Resources will also provide leadership, guidance and support to the Business.

Minimum Requirements:

• Degree in Human Resources Management.
• Postgraduate / Honours Degree in Human Resource Management would be ideal.
• Registration with a Human Resource professional body would be advantageous.
• 8-10 Years’ experience in human resource general management, of which 5 years is in a management capacity.
• Driver’s License and required to travel nationally. 

Key Performance Area:

Strategy contribution and implementation:

• Contribute towards the development of the Divisional Strategy in collaboration with the Managing Director.
• Provide input into Group HR policies, procedures and business processes, in accordance with best practice for review and approval by the Chief People Officer.
• Manage HR risks within the specific business line, through the identification of risks and development of risk mitigation plans.
• Keep abreast of changes to HR legislation and conduct ongoing research and review of best practice standards and norms to contribute to the improvement of the effectiveness and efficiency of the HR function.
• Produce monthly and quarterly reports on the performance of Human Resources within the specific business line.
• Collaborate with the Managing Director on the implementation of change initiatives within each business line to embed the necessary HR changes.

Talent Retention:

• Provide advise to business on talent retention initiatives, for example implement Employee Value Proposition (EVP).
• Implement appropriate reward initiatives in order to retain talent.
• Identify business line specific retention risk such as the potential loss of critical skills and develop effective mitigating strategies.
• Develop retention strategies in the relevant business line in conjunction with the Managing Director.
• Advise business on succession planning and implement the development of succession plans with the Managing Director within the specific business line and oversee the maintenance of such succession plans.
• Implement the talent management process including oversight of career development for staff within the specific business line.

Performance Management:

• Manage Performance Management System (PMS), within the specific business line.
• Manage the development of Personal Development Plans (PDPs) and monitor the implementation thereof.
• Monitor compliance to the Performance Management Policy and Procedures.
• Ensure training of staff within the specific business line on the PMS.
• Provide guidance and advise to the HR Team in accordance with the Performance Management Policy.
• Ensure maintenance of accurate records of assessments and evaluations across each business line.
• Contribute towards the process of annual performance rewards and provide recommendations to the Managing Director.

General HR & Advisory Support:

• Manage and lead the recruitment and selection process to ensure the attraction, retention, and development of high potential talent.
• Monitor and ensuring compliance to the recruitment processes and system.
• Provide advisory support to management and staff on recruitment, employee relations, training and development processes and interventions.
• Guide Management on a wholistic IR management approach to ensure fair and respectful treatment of employees.
• Analyze the training needs across the Division in collaboration with the Managing Director.
• Oversee induction programmes for all new staff members within the specified business.
• Provide advice to the HR Team and business line management teams on HR policies, procedures, and best practice.

Budget Management:

• Contribute towards the preparation of the annual budget for the specified business line, in accordance with financial policy and procedures, in collaboration with the Managing Director.
• Monitor expenditure against approved budget, providing variance analysis and monthly reporting.
• Authorise expenses aligned to the approved budget, as per Delegation of Authority

Staff Management:

• Manage the recruitment of direct reporting line in accordance with company policy and procedure, and in consultation with the Managing Director.
• Develop performance Contracts for subordinates and conduct performance reviews to measure performance against agreed objectives, identifying training.
• Contribute towards the development of the division’s Succession Plan, Employee Retention Strategy.
• Manage the initiation and coordination processes for discipline and workplace conflict.

Competencies:

• Sound knowledge of applicable Labour Law and HR legislation.
• Sound knowledge of HR Best Practice.
• Sound knowledge of HR Systems, Policy and Procedures.
• Sound knowledge of Risk Management and Business Management Principles.
• Sound knowledge of Financial Principles.