Group Human Resources and Transformation Manager at Feedem

Minimum Requirements

• Relevant HR related degree.
• Post Graduate degree in Labour Law or Commercial Law, Business, or Behavioural Science.
• 7 - 10 years generalist HR experience at a Senior level, preferably in Hospitality or related services or Retail  industry with a  large headcount (7500 to 10000), accountable for functional and strategic decision making regarding all aspects related to HR.
• English / additional SA languages would be advantageous
• Advanced MS Office proficiency.
• Valid Drivers license with own vehicle

Competencies Required:

• Integrative Thinking – explores multiple approaches to generate creative solutions
• Macro Planning and Strategies – Formulates macro-level strategies and approaches to clarify and achieve objective of organization
• Commercial Acumen
• Customer focused
• Performance driven
• Planning & Organising – Thinks ahead, effectively manages time, identifies priorities and risks to deliver quality outputs on time
• Promotes Collaboration and Stakeholder engagement
• Lead people to Manage Change – provide people with a clear vision, direction and motivation towards achieving business objectives.

Duties and Responsibilities

The KPA’s include the responsibility for the overall Human Resources function including:

• Strategic direction and guidance to executive and senior leadership to align the group’s People strategy to business goals and objectives.
• Implement Talent Management strategies that will ensure and enable the attraction of top talent, the retention of talent and succession planning.
• Develop competitive compensation, benefits and reward practices in support of retention strategies.
• Develop, drive and implement innovative labour strategies that will support compliance with prevailing labour legislation and drive its competitive edge in the industry.
• Develop, review, and implement sound HR policies and practices. Compile, implement, and maintain Employment Equity plans in line with the company transformation agenda and legislative requirements.
• Promote and maintain a performance management culture by overseeing the performance management process, including but not limited to performance evaluation and development plans.
• Identify training and development needs that support the building of capacity from withina the organization.
• Implement HRIS systems including but not limited to, time and attendance systems that will ensure effective control of labour costs.
• Champion diversity and inclusion initiatives.
• Promote use of HR metrics to enable informed decision making that supports achievement of company goals and objectives.