Head: People Operations - Houghton at SBV Services (Pty) Ltd.

Description

• This entails playing a central role in designing strategies, policies, and systems for the effective management of recruitment and selection onboarding and offboarding, leave administration, headcount movement and data analytics processes, and recommending people enabling systems to improve engagement and service delivery.
• The position is also responsible for building and leading a best-in-class and efficient people operations team across SBV.
• As a member of the People Leadership Team, the Head of People Operations actively contributes to the strategy and development of the people function at SBV.

Strategic Management and translating Human Resources (HR) objectives into measurable actions

• Formulate an HR operations strategy and operating model in support of SBVs medium and long term strategic plans.
• Responsible for the implementation of SBV HR strategies, framework, standards, and policies.
• Manage and monitor the implementation of key strategic programmes and projects emanating from the HR strategy.
• Review the effectiveness and relevance of the HR operations strategy in view of business dynamics and recommend value-adding approaches to respond to business needs.
• Design and implement a future proof and service first approach, utilising technologies for smooth and effective first-line people operations support for the people operations team to have a stronger drive on value add/human-centric support.
• Partner and collaborate with other HR heads of department to deliver on common people projects or needs.

HR Delivery and Operational Service Excellence

• Lead and guide a team of HR practitioners in delivering operational people services, applying HR policies and procedures in compliance with the relevant labour legislation, and to achieve business objectives. 

Manage, assess, and take overall accountability for the effective implementation of value-adding HR solutions in support of business needs, in particular:

• Headcount Management: Manage the headcount movement, report and advise on appropriate measures to mitigate related risks identified.
• Performance Management: Drive the application and implementation of the Performance Management policy, standards, and principles.
• Talent Management: Drive talent management and associated interventions and engage in robust engagements with Line Managers on talent risks and plans for future skills supply in the context of the business roadmap.
• Job Analysis and Profiling: Manage and provide support for job analysis of job profiling projects and interventions.
• Recruitment and Selection: Manage the Recruitment team/s to deliver on sourcing and selection issues and key vacancies.
• Employee Onboarding/ Offboarding: Review and analyse employee feedback emanating from the onboarding and offboarding process to identify areas of improvement and recommend a review of the practices that do not support the creation of the desired employee value proposition balance sheet.
• Reporting: Generate regular and ad hoc HR metric reports, including headcount and turnover, in support of business needs.
• Basic IR Advisory: Guide and advise managers and team/s in addressing routine day-to-day employee and industrial relations matters, including performance and disciplinary action etc.
• Support the successful implementation of key projects and initiatives.
• Report on the progress of projects and initiatives being implemented including reporting on key HR performance indicators used to measure employee engagement.
• Manage the accurate and timely administration and delivery of all people transactional aspects of the employee life cycle whilst ensuring the integrity of all people data held in HR systems.

Leave Management

• Manage conversations on appropriate use and application of Leave benefits and address excessive leave balances.
• Contribute to the review of Leave Management processes and policies, including accountability for implementing related projects to reduce the leave liability for SBV.
• Report on the impact of current Leave status on the SBV's financial position, including forfeited leave not taken at the end of the leave cycle.

Recruitment and Selection

• Accountable for the recruitment and selection function by establishing and designing a strategy and framework for SBV in line with broader HR strategic objectives.
• Establish governance criteria for compliance with the approved recruitment strategy, policies and processes.
• Implement and update the recruitment policy in line with relevant legislation.
• Manage and oversee the onboarding process for all new employees for an outstanding and seamless candidate to employee experience.

Financial Management

• Provide input into the compilation of a budget that supports the operational plan.
• Manage the budget by tracking expenditure and report deviations to the Executive HR timeously.
• Monitor and evaluate spending to align with HR Operations objectives and budget allocations.

People Management

• Capacitate the department by ensuring that the team structure is maintained, appropriately recruited and selected.
• Lead and manage the performance of a team of senior HR business partners, HR business partners and HR officers.
• Drive team engagement and accountability across the regions for best in class HR services.
• Provide required training and development to staff for optimal performance.
• Drive productivity and efficiency in the HR Operations

Stakeholder Management

• Build strategic relationships through consistent consultations with the clients, staff and organised labour.
• Manage and assess the expectations of all stakeholders through internal engagement.
• Attend management meetings, as agreed, and provide solutions to HR-related concerns.
• In collaboration with the senior HR teams, identify and evaluate opportunities to leverage scale and optimise service.

Risk Management

• Manage risks related to the department and identify mitigation plans.
• Responsibility to oversee, evaluate and monitor risks impacting project/initiative.
• Evaluate the probability of occurrence of such risks and estimate the possible impact and cost of the risk on the project/initiative.
• Design and implement a strategy to assist in the management of the prioritised risks.

Change and Culture Ambassador

• Lead as an Ambassador and executor of change.
• Motivate, direct and influence employee behaviour to achieve business goals in periods of change for continuity to operations.
• Drive the SBV values while inspiring confidence and generating excitement, enthusiasm and commitment towards the mission.
• Drive initiatives in terms of change, in order for consistent and accurate communication is given across the business.
• Initiate and lead a culture of performance driven output through shared purpose vision and values.

Requirements

• Minimum of 8 – 10 years of HR generalist experience within a financial services environment or HR environment
• This includes three (3) years of management experience.

Minimum Requirements: Education

• B Com / BA Degree: Industrial Psychology or Human Resources.
• A postgraduate degree in Human Resources/or equivalent would be an added advantage.\

Functional Competencies Required

• Understanding of the relevant legislation such as the Labour Relations Act, Basic Conditions of Employment
• Computer literate on an intermediate level or above - MS Office (Word, Excel)
• Understanding of the Protection of Personal Information Act (POPIA)
• HR Data Analysis
• Report Writing
• Project Management 

Behavioural Competencies Required

• Strategic focus: Understands and processes complex information and exercises sound judgment, considering the situation, the issues, the key players, and levels of hierarchy involved.  Proposes course of action that further the objectives, priorities and vision of the organization.
• Communication: Excellent written and verbal communication/presentation skills. Confident, articulate and persuasive speaking ability, and an empathic listener.
• Problem-solver: Ability to identify a problem, develop possible solution paths, and taking the appropriate course of action.
• Resilient: Flexibility in handling change, remaining calm and collected in the pursuit of goals despite setbacks.
• Results focused: Driven to meet or exceed specific goals and objectives within the set timeframe.
• Work under pressure: Ability to cope with a high volume of work and foresee work problems and being able to plan for them.
• Business Acumen: Knowledge of the business/industry and its key issues, and has the skill to apply that knowledge, and the confidence to take action informed by past experiences.
• Decision making: Ability to make decisions based on varied levels of risk and responsibility.
• Critical Judgement: Evaluating ideas and information while referring to objective criteria to reach rational conclusion.
• Prioritisation skills: Ability to prioritise and meet deadlines through evaluating and adjusting plans to reach goals, while ensuring the optimal use of resources.
• Attention to Detail: The ability to work with and manipulate information/tasks with accuracy and focus, reducing the likelihood of error.
• Build Relationships: The ability to build or maintain relationships or networks with internal and external stakeholders to find common ground, build rapport and to assist in achieving work-related goals and establishing advantages.
• Team Player: The ability to collaborate and actively contribute to the team/group in order to complete tasks, meet goals or manage projects.
• Learning Agility: The ability to adapt to change and new things, while also to develop and grow throughout the process.
• Customer Service Oriented: Demonstrating an understanding of customer needs and willingness to provide the customer with the best service possible.
• Conflict Management:  The ability to identify and handle conflicts sensibly, fairly, and efficiently.
• Assertiveness: The ability to effectively communicate while simultaneously respecting the thoughts and wishes of others.