Job Opportunities at PPS

Minimum Requirements

Education:

• Grade 12 essential
• Degree in HR Management/Industrial Psychology

Experience

• Experience in HR environment minimum 2 years essential.
• Solid understanding of the employee lifecycle (Employee relations, recruitment, performance management, talent management)
• Through understanding and working on HR Information Systems
• HR analytics and strong reporting skills
• HR knowledge and expertise essential
• HR strategy execution
• Policies and Procedures
• Business Writing
• MS Office

Knowledge and Skills:

• Excellent interpersonal skills.
• Superb communication skills honed-in advisory roles.
• Ability to represent the Human Capital function as part of the bigger business picture
• Ability to advice and support managers on all aspects of people management and development.
• Capability to interact with people at all levels.
• Good planning and organising skills.
• Excellent time management and the ability to prioritise.
• Good problem-solving abilities and the capability to make good decisions.
• Strong administrative skills such as record keeping and updating of files.
• Must be able to give guidance and input at departmental level.
• Ability to speak in public and give presentations.
• Ability to drive change.
• Ability to multitask.
• Must have strong communication skills.
• Must be computer literate (MS Office and Medical Administration system).
• Strong understanding of applicable legislation.
• A professional and commercial approach to HR, with the ability to deliver high employee satisfaction, appropriate development and reward for individuals

Duties and Responsibilities

Day to Day Operational Focus

Administrative Expert:

• Creates and delivers effective and efficient HR processes and services in line with business needs
• Manages people and HR related costs through effective recruitment practices, meeting of departmental SLA’s
• Ensures external and internal customer focus
• Assists in managing talent acquisition strategies
• Applies information technology to rapidly deliver quality HR products and services

Employee Champion:

• Implements the overall annual and long-term HR strategies through actions that enhance the human capital contribution
• Helps build workforce commitment through strong relationship building
• Ensures fair, ethical and equitable people process and practices
• Voice of the employee process: Using the employee engagement sessions and culture survey to assess the total impact of the employee-employer relationship with the aim of acting upon these concerns and improving the work relationship, business processes and overall creating an inclusive, productive work environment.

Strategic Focus

Change Agent:

• Understanding the organisational culture to address what is effective and what is ineffective
• Embedding change management practices within the organisation
• Assists line managers to lead and facilitate change
• Assists line managers in solving organisation, people and change -related issues
• Acts as a consultant in organisational effectiveness
• Enhances management development
• Assists in managing workforce planning and workforce development
• Customer centric