The National Lotteries Commission (NLC) was established in terms of the Lotteries Amendment Act (No 32 of 2013) to regulate the National Lottery as well as other lotteries, including society lotteries to raise funds and promotional competitions.
The NLC evolved out of the National Lotteries Board, established in terms of the Lotteries Act No 57 of 1997.
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Minimum Appropriate Qualifications: Honours Degree in Human Capital Management with Labour Relations as major, or equivalent qualifications. NQF 8
EXPERIENCE:
Minimum of eight (8) years’ human capital management experience in diversified, and complex organisations and at least four (4) years’ experience at senior management level.
Demonstrated experience in all human resources portfolios including recruitment, training and development, performance management, remuneration, reward and recognition, employee wellness, employee relations including organised labour relations, organisational culture and organisational design and transformation.
Demonstrated knowledge of relevant laws, regulations, codes of practice and compliance requirements including Employment Equity, Basic Conditions of Employment, Labour Relations, Occupational Health and Safety, etc.
Demonstrated experience in systems thinking and successfully dealt with the implementation of transformation, including automation of controls, platforms and systems such as employee self-service, performance management, learning and development.
Experience with other service delivery mechanisms, including reporting and productivity tools, innovation and critical business information data analysis will be an added advantage.
RESPONSIBILITIES INCLUDE BUT ARE NOT LIMITED TO:
Provide strategic human capital development leadership and modernise the NLC’s human capital systems and processes, including establishing a capacitated, professional and competent human resources division, delivering operationally excellent services to the NLC.
Develop and implement Human Capital Management strategies, frameworks, policies, procedures and systems for aligned and effective people management. This includes the effective development, integration and implementation of culture, change, wellness, performance, labour relations and related human capital management services.
Promote a culture of professionalism, performance and compliance and ensure adherence to all related human capital management laws, regulations and practice codes.
Manage the division in terms of people, financial, governance, compliance and risk, key performance areas and oversee the execution and the delivery of the programmes and projects, including effective risk management and controls and continuous improvements.
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