Manager: Human Capital Management at Services Seta

DUTIES

Ensure effective service delivery to employees and role stakeholders

• Determine customer needs and engage in effective planning to determine and prioritise HR services to be rendered
• Conduct project management of HR initiatives to improve HR services
• Communicate with Line Management and manage customer service expectations, specifying services that will be rendered
• Ensure the design, development and delivery of HR related services to customers
• Manage customer expectations through maintaining appropriate communication channels, providing strategic advice and ensuring satisfaction with service delivery
• Regularly audit service quality against customer needs and quality standards
• Utilise feedback from customers to ensure continuous alignment and optimisation of human resource services
• Identify and implement solutions to community concerns, i.e. employment of local labour, procuring BEE HR services

Manage HR Operations in line with SSETA’s business strategy

• Identify HR best practices through benchmarking against other businesses
• Ensure the alignment of HR function to customer needs and best practices
• Develop and implement HR strategy and plans
• Development and implementation of HR related policies and procedures
• Analyse SSETA’s profile in terms of designated diversity management requirements, as per the legislation
• Implement transformation targets, and monitor the employment equity plan for SSETA
• Ensure that appropriate governance practices for the function are designed implemented and communicated
• Manage compliance to overarching legislative requirements
• Develop and oversee the implementation of remuneration strategy and HR Benefit Management plan for SSETA
• Oversee recruitment process and support the induction of new employees
• Manage training and development processes
• Oversee all change management initiatives for SSETA
• Facilitate the development of HR Structure aligned to the organization
• Manage and coordination the provision of employee well-being initiatives and programmes for SSETA
• Oversee and control training and development processes for SSETA
• Development and communication of management reports and annual reports to the relevant stakeholders
• Set HR system standards for effective HR service delivery
• Negotiate, agree and manage consultant contracts and projects
• Present progress reports as well as successes of the human resource function’s performance against the plan and competitive benchmarks
• Manage the implementation and execution of culture/ staff surveys in the organisation when necessary
• Ensure that processes are established to conduct the necessary employee administration functions

Manage the implementation of HR Manpower Planning and Budgeting System and Process

• Determine manpower planning principles and philosophies, as well as organizational design criteria in terms of developed organisational structure
• Communicate manpower planning principles and philosophies, as well as organizational design criteria to management
• Determine the future demand for Human resources by taking various aspects (i.e. strategic expansion, core vs non-core staff, structuring principles, etc.) into account
• Determine manpower norms within the different SSETA departments
• Design and develop a manpower plan indicating the number and level of positions within the organisation
• Specify and finalise EE targets against manpower plan and hand over to recruitment
• Design refined manpower compliment and budget cost
• Ensure that all stakeholders are orientated pertaining to manpower plan
• Analyse the internal and external supply forecast in an integrated and holistic framework
• Determine the gap between demand and supply
• Ensure the development of a high-level sourcing strategy that will support the delivery of the forecasted manpower requirements
• Balance supply and demand, through designing and implementing interventions to address the gap, such as rehiring skilled staff, retraining existing staff, as well as redeploying staff from appropriate areas of over supply
• Develop a high-level resource plan/ model and clearly defined forecasting requirements in terms of all employees by grade, skill and compliment
• Design and implement enabling process to conduct strategic labour forecasting

Manage the implementation of organisation wide performance management and implement remuneration strategy for SSETA

• Manage the development and implementation of performance management, policies and procedures, system, methodology, technology and process for individual performance
• Oversee the implementation of performance management systems for the organisation
• Oversee the review of individual performance plans to ensure alignment to SSETA’s strategy and business plans
• Establish performance validation mechanisms, performance templates and frameworks for SSETA
• Oversee the orientation and training of SSETA management in performance management system
• Ensure that all individual performance plans are loaded into the HR system
• Ensure that employees are orientated with regards to their role profiles and performance requirements
• Manage the development and of performance contracts
• Ensure that performance is continuously monitored
• Ensure that performance assessment of performance against set criteria and guidelines (performance appraisals) are conducted and that feedback is provided on an ongoing basis
• Link performance results to reward and recognition in accordance with policy and Ensure compliance to all performance management frameworks and processes
• Develop and implement a remuneration system and implement across SSETA
• Conduct salary survey and grading benchmarking study based on content of grading catalogue and current job designations and present report to management
• Develop Remuneration Packages according to accepted salary survey information and decision taken by management and integrate findings into remuneration catalogue
• Orientate HR staff and Union members with regards to remuneration philosophy, strategy, policies and procedures, as well as remuneration strategy for scarce skills
• Regularly conduct market surveys to ensure that remuneration philosophies, trends and salary scales are in alignment with Industry benchmarks and supporting organizational operating philosophy

Implement change management processes for the Corporation

• Conduct benchmarking study in relevant and other industries to investigate trends regarding culture and climate interventions
• Develop a change management strategy, approaches and methodologies for SSETA
• Develop climate / culture surveys addressing all stakeholder needs
• Work with project teams to integrate change management activities into the overall project plans
• Determine scope of programme delivery
• Identify potential people-side risks and anticipated points of resistance, and develop specific plans to mitigate or address the concerns
• Conduct readiness assessments, evaluate results and present findings in a logical and easy-to-understand manner
• Develop actionable and targeted change management plans – including communication plan, sponsor roadmap, coaching plan, training plan and resistance management plan
• Create and manage measurement systems to track adoption, utilization and proficiency of individual changes
• Identify resistance and performance gaps, and work to develop and implement corrective actions
• Ensure that potential service providers are orientated pertaining to scope of services required
• Orientate internal staff with regards to climate and culture surveys and the process that will be conducted
• After analysis of completed surveys ensure that actions addressing staff / management issues are implemented
• Continuously audit the results from the developed interventions and manage potential variances

     Achievement and management of the Unit’s work plans

• Contribute to the development of the APP and SP
• Develop work plans for the Unit
• Ensure that work plans are aligned to the APP and SP
• Manage compliance to reporting templates and frameworks
• Provide monthly reports
• Manage budget for the Unit
• Implement risk management strategies in the Unit
• Manage compliance to policies and procedures of the Unit

     People management practices for the Unit

• Provide sufficient staff and adequate staffing for the Unit
• Implement people management practices for direct reports
• Assign accountabilities to direct reports
• Monitor and evaluate the performance of direct reports
• Provide capacity building through, training, coaching and development of direct

Requirements

• National Senior Certificate, at a minimum NQF 4
• A National Diploma or equivalent in Human Resources Management, Industrial Psychologist or Public Administration or a related field, at a minimum NQF 6
• 5 years working experience in HR management of which 3 must be managerial experience

Closing Date for Applications - 02 August 2024