Human Capital Practitioner at The National Gambling Board

KEY PERFORMANCE AREAS 

Training and Development 

• Facilitate the sourcing and identification of accredited training service providers for all employees through SCM. 
• Formulate and implement the workplace skills plan in accordance with approved NGB policies and guidelines. 
• Develop and implement the annual training and development programmes. 
• Compile and obtain authorisation for the annual training schedule in accordance with skills development requirements. 
• Develop, obtain approval and implement induction, mentoring and coaching programmes. 
• Conduct training programme impact assessments. 
• Administer bursaries and Internships and ensure accurate and up-to-date records are maintained. 
• Coordinate the talent management and succession planning documentation and processes for the NGB. 
• Coordinate succession conversations and compile the succession plans on an annual basis. 
• Coordinate the assessment of key individuals and the integration of the development results into personal development plans. 
• Compiles Employment Equity report and skills development element of Broad Based Black Economic Empowerment. 

Performance Management 

• Ensures that all employees have signed performance agreements. 
• Assists Managers in developing performance indicators for their employees. 
• Guides Managers during performance contracting meetings with employees. 
• Coordinates and guides performance management processes for all employees. 
• Ensures adherence to performance management policy and guidelines. 
• Consolidate agreements and reviews and capture performance ratings onto system. 

Employee Relations 

• Provides advice on labour related issues to Managers. 
• Ensures adherence to all Human Resource policies and procedures and South African legislations. 
• Prepare and facilitates disciplinary cases. 
• Keeps abreast of legislative changes and advises Managers on such changes.  

Change Management 

• Coordinate key HR initiatives and change programmes to ensure that they are delivered in accordance with agreed requirements realising effective coordination of people and resources. 
• Ensure that, as appropriate, such initiatives are embedded and the benefits realised. 
• Facilitate staff involvement. 
• Facilitate the creation of strong communication plans to ensure clarity, understanding and alignment of NGB initiatives. 

Organisational Design 

• Maintain the organisational structure to ensure accuracy and alignment with strategic objectives and operational requirements. 
• Make ad hoc adjustments to the organisational structure to meet operational changes.
• Maintain the records associated with structural amendments. 
• Reconcile the organisational structure against actual staffing on a quarterly basis. 
• Maintain a library of all job profiles within the NGB. 
• Screen each role profile received and makes necessary editions ensuring it is in line with the highest standards. 
• Strive to achieve standardisation across roles and organisational structures. 
• Formulate the annual climate survey. 

Implement organisational diagnostic processes in the areas of: 

• employee satisfaction; 
• organisational communication effectiveness; 
• internal customer satisfaction; 
• culture/strategy alignment; 
• climate and morale; and 
• diversity management. 
• Ensure surveys are delivered across target groups effectively. 

General HC activities 

• Conduct research and policy development. 
• Assists with coordination of all aspects of human resource administration. 
• Assists with monitoring and implementation of human resource projects. 
• Keeps abreast of human resource best practices. 
• Prepares human resource reports upon request. 

Records Management 

• Ensure that records management is performed in accordance with NGB approved file plan and electronic document management system.  

MINIMUM JOB REQUIREMENTS 

Qualifications

• Three (3) years National Diploma or Degree in Human Resources Management/Development or in Industrial Psychology. 

Experience

• Minimum of five (5) years’ relevant in-depth experience in Human Resources Development and Performance Management. 
• Extensive experience in learning, development and performance management.