Human Resources Manager at NOVA Human Capital Solutions

HR MANAGER SA – RANDBURG 

• The company has been in business for about 15 years and has a local and global footprint. The company has recently purchased another business in the UK and has an established presence in Australia. They are a leader in their field and growing. The environment has an entrepreneurial culture.

Purpose

• The HR Manager for South Africa is responsible to manage the HR team, ensure the implementation of an integrated HR strategy which includes managing the overall HR administration, coordination and evaluation of HR plans, programs and interventions

Duties & Responsibilities

• Governance & IR  
• Adhere to company and departmental policy and procedure
• Managing adherence to Company policies and divisional/regional procedures
• Design policies and procedures and ensure compliance and execution within the Company
• Assist with policy interpretation through workshops and other effective methods of communication
• Implementing good HR operations Governance
• Enforce and behave within ethical business practices
• Communicating, living and implementing the organisational value system
• Ensure HR team follows the right IR processes and adheres to the Disciplinary code of the company
• Assist Snr Management with any IR needs to ensure that the right IR processes are followed
• Adhering to confidentiality and integrity 

Effective Implementation of the HR Operational Strategy & Plan

• Provide input to the CHRO for the HR operational strategy to establish specific objectives and targets for the company (aligned to the broader HR and business strategy) that focuses on shifting the organisation’s performance curve and drives a culture of high performance
• Communicate and implement the HR operational strategy and Plan
• Translate HR Strategic objectives into HR Plans with clearly defined project milestone and deliverables
• Manage the successful roll out of the annual HR plans within agreed parameters
• Scan industry to discern trends and new thinking that has relevance for the company relevant to HR operations
• Network with practitioners in other businesses (through external forums, conferences and informal networking)
• Scan the company in terms of what is working best (in order to leverage successes and identify challenges)
• Ensure effective knowledge sharing within the internal HR community
• Implement and enforce HR operational procedures in support of business plan/strategy
• Evaluate and optimise departmental systems and procedures in support of the business plan/strategy
• Ensure that the organisational structures and processes contribute to the achievement of the Talent Management strategy
• Forecasting talent information to enable business goals and objectives

Management of Recruitment, Selection, Onboarding & Exit Processes  

• Manage the overall recruitment and selection process
• Provide input and liaise with Talent Manager regarding the development of the recruitment and selection processes
• Provide input to, ensure and oversee the implementation of the onboarding and induction principles and processes
• Liaise with Snr Management regarding their recruitment needs
• Responsible for the recruitment of all Snr Management and Management positions
• Ensure the arrangements and feedback of the psychometric assessments for all Snr Management and Management positions
• Support the Recruitment process in ensuring that we attract high calibre candidates
• Ensure cost to company salaries offered are in line with the salary benchmark
• Ensure that the management team are receiving sound advice during the recruitment process
• Serve as a panel member during Snr Management and Management recruitment interviews and ensure that the best applicant is selected (in line with the strategic objectives of the Company)  
• Manage the activities of the Recruitment Consultant and HRBP’s to ensure compliance to all pre-defined recruitment procedures
• Analyse the recruitment report in line with the staff movement account in an effort to ensure healthy attrition rate and effectiveness of recruitment process
• Provide input to, oversee the on-boarding process for new employees joining the Company and ensure that the HR team offer an exceptional start to the new employee experience
• Liaise and engage with assessment department/provide regarding psychometric assessments
• Ensure HRBP’s attend psychometric assessment feedback sessions and document all development reports provided
• Provide information and ensure the maintenance of the employee exit interview system
• Conduct Snr Management exit interviews/surveys and ensure exit interviews/surveys for employees
• Provide relevant report information to the Group CHRO and Talent Manager

Implementation of Talent Management  

• Provide input to Talent Management for future projections of talent and staffing needs
• Forecast resource growth based on organisational goals (i.e. diversity plan, succession list and other talent management information required)
• Implement capacity management methods and practices
• Support the research of key trends globally and associated impacts of these on the business
• Assist with assessing talent risk to ensure key ratio cover is maintained
• Provide information for the identification of critical roles within the business and ensure appropriate pipeline management
• Coordinate and attend Talent Management training across the business (Employee, Team and Leadership training)
• Identify and map career opportunities within the company
• Analysing feedback reports from Internal and External trainers to identify and report on Training needs and areas of improvement
• Provide information for the profiling of critical job roles and responsibilities
• Make use of the behavioural and technical competency library and provide input when required
• Link career maps to essential learning and development opportunities
• Support employees to make knowledgeable career decisions

Manage Legislative Compliance & Reporting

• Compile/oversee the compilation, and the submission of the Workplace skills plans and Annual reports that is aligned to the talent management and workforce plans
• Draft and submit monthly reports to Group Chief HR Officer
• Conduct Training committee meetings
• Liaising with SETA’s and Department of Labour
• Develop and submit Employment Equity Reports to Department of Labour
• Develop and submit the Employment Equity Plan and drive implementation
• Conduct Employment Equity/ Skills Committee meetings
• Oversee the Employment Equity planning and submission’s process
• Establish the relevant committees within the Company (e.g. Employment Equity and Training Committees)
• Manage Organisational Effectiveness & Organisational Design
• Oversee the completion of all job profiles across the company and complete job profiles for Snr Management
• Provide input to the development and maintenance of the competency framework within the company
• Manage consistency and standards of all job profiles
• Align and ensure the alignment of job profiles across the company
• Ensure that career grading process applies to all job profiles
• Review and manage continual updates to profiles and grades
• Review role description to ensure currency and effectiveness
• Ensure management and employees are well informed of role descriptions and KPI’s
• Design new roles through effective market research
• Oversee the grading of all new roles and send Snr Management roles for external salary benchmark
• Facilitate any restructures to ensure the correct processes are being followed
• Scanning and measuring climate and culture within the SA businesses
• Annual planning, communicating and successful implementation of SA wide company initiatives
• Partake in defining and communicating the organisational culture
• Develop initiatives that will determine and sustain the organisational culture
• Effective Performance Management System
• Embed a high-performance outward-minded culture through facilitating performance management and career development practices
• Provide input to the performance management processes, procedure and system
• Implement and monitor the performance management processes
• Monitor group adherence to performance management processes
• Maintain and continuously enhance HRIS as it relates to performance management
• Ensure and provide training to Snr Managers, Teams and Employees
• Make sure all Snr Managers have performance targets at start of each financial year
• Research and remain up to date on all latest performance management principles and processes
• Review and update the performance appraisal tools
• Ensure personal development plans are compiled and aligns with the talent management strategy

Skills, Qualifications & Experience  

• Matric Certificate  
• Minimum: HR Degree
• Preferred: HR Honours Degree and registered Psychometrist/ Registered Industrial Psychometrist
• Minimum 5-6 years in a Senior HR Generalist Capacity
• More than 6 years’ experience in a Senior Generalist HR capacity and at least 2 years in an HR Manager role in an Insurance, Finance & Call Centre industry preferable
• Experience in Sage 300 would be advantages

Please note: If you have not heard from us in 3 weeks, you can consider your application as unsuccessful.