Human Resource Manager- Rosebank College at ADvTECH

Job Purpose:

The HR Manager in support of the HR Business Partner and other Brand stakeholders is responsible for the indirect management and support of the campus HR team, the planning and implementation of any required organisational design changes, overseeing recruitment across the brand and working with Labour Relations matters.   

Duties and Responsibilities:

• Working with the Campus Head in the selection and recruitment of the Campus HR team as and when vacancies arise
• Develop and implement a comprehensive training and development programme for new and existing Campus HR staff.
• Mentoring and upskilling existing Campus HR team to ensure they are providing the right level of support and guidance to campus management and staff.
• Holding weekly calls with the Campus HR team to ensure learnings and alignment and ensuring any HR initiatives are being implemented consistently across the brand as well as identifying any risks to the brand.
• Where required providing a mentorship role to specific Campus HR member to ensure they are performing at the required level.
• Working with the balance of the brand National HR team to ensure the required support and guidance is available for the Campus HR team.

Managing Recruitment

• Managing the Senior HRO Recruitment and campus-based recruitment officers
• Implementing, monitoring and evaluating the brand recruitment process
• Reporting weekly to EXCO and MANCO on vacancies and time to hire.
• Provides data driven insights into risks and strategies with talent sourcing.
• Verifies and approves appointments in line with compliance and regulatory standards.
• Supports and mentors the Senior HRO Recruitment and campus recruitment officers in achieving placements.
• Provides expert insights to the EXCO on resourcing strategies for scarce and critical skills
• Ensure the end-to-end recruitment processes are implemented and associated policies adhered to.

Organisational Design

• Working with the brand HR Business partner on any required organisational redesign to ensure that the brand is set up from a human capacity point of view to be able to achieve its goals and strategies.
• Working with the relevant Senior Portfolio member to identify any required changes aligned to the needs of the brand.
• Scoping of the required change to ensure any risk is identified and mitigated and to ensure that the project is implemented to achieve the desired outcome.
• Writing and implementing the required change management and communication plan
• Ensuring comprehensive Job Profiles are written for any required changes.
• Consultations with the relevant staff where required and/or coaching line management on the implementation of the changes.

Employee Relations Planning and Management

• Provide advice, support, and guidance to line managers with regards to complex ER matters to ensure risk is mitigated for the brand as well as speedy resolution is reached where possible.
• Identify and address possible risk situations proactively, in consultation with the HR Business Partner and other stakeholders where required.
• Attend Internal hearings as required.
• Working with the HR Business Partner to ensure we are upskilling Line Management wrt Labour Legislation and Employee Relations
• Manage relationships with external LR service providers.
• Dealing with CCMA cases and attending CCMA hearings.

Onboarding and Probation Review Management

• Working with Campus HR Officers, guides the probation review process and cycle to support an effective on-boarding of new employees and early intervention where issues are identified during the probation period.
• Creates a probation review framework and guides, supports and trains campus HR in supporting management in implementing the process and evaluating the data to identify possible risks or training gaps.

Exit Analysis

• Conducting exit interviews of all staff who are leaving the brands.
• Compiling detailed trends and analysis of the exits in order to ensure the brand is responding where able to ensure any risks or areas of concerns are mitigated and addressed timeously.
• Feedback to the relevant Leadership team member of summary feedback of the exit interview

Talent Management

• Assist and support the HRBP in other talent management aspects including but not limited to performance management, employee development, employee engagement, retention, workforce planning and compensation and benefits.

Minimum Requirements:

Qualification

• Honours in Human Resource Management or Industrial and Organisational Psychology

Experience

• 5+ years in HR Management and managing HR Teams.

Key Competencies

• Management
• Communication
• Risk Management
• Report Writing