Head of Human Capital M/F at CFAO

• Minimum of a Bachelor's Degree and/or Honors Degree in Organizational Development, Human Resources, Business Administration, Training and Development or equivalent in related fields.
• Minimum of 11 - 15 years of progressive leadership experience in Human Resources management positions and experience in industrial, material handling, manufacturing environment.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, engagement, compensation and benefits, HRIS, Talent acquisition, safety, training, and labor relations.
• Active affiliation with appropriate Human Resources networks and organizations.

Primary Objective of the Head of HC:

• Drive collaboration across the organization to identify needs and develop scalable solutions.
  Implementation of Human Capital strategy in line with Group HC strategy.
• Safety of the workforce and compliance with all relevant labor relations statutes.
• Development of a superior workforce, consultations and engagements with all stakeholders.
• Development of the Human Capital Department and alignment.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Ability to manage multiple priorities and multi task  in a fast paced environment.

HC Information Systems HRIS:

• Utilizes Human Resources Information Software (HRIS) for the company's recordkeeping and management advantage.

Training and Development:

• Defines all HC training programs, and assigns the authority/responsibility of HC and managers within those programs.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs in partnerships with the Learning and Development Manager. 

Employment:

•  Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Chairs any employee selection committees or meetings.

Employee Relations:

• Formulates and recommends HC policies and objectives for the company with regard to employee relations.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Knowledge of SA's labor law, Industrial relations, experience in CCMA/ MEIBC councils.
• Representation of the business at conciliations/ arbitrations.
• Monitors and advises managers and supervisors in the progressive discipline system of the company.

 Compensation:

• Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.

Organizational Development:

• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design and change management.
•  Directs a process of organizational planning that evaluates company structure, job design, and staff forecasting throughout the company.