Manager: Human Capital at National Home Builders Registration Council (NHBRC

The Individual will primarily be responsible for, but not limited to the following:

Strategic Human Capital Management

• Provide input into the development of Human Capital Strategy that aligns to the NHBRC strategy.
• Develop a Human Capital plan according to the Corporate Services strategy to determine the performance requirements of Human Capital.
• Provide strategic leadership and management of Human Capital Section.
• Translate strategic and tactical business plans into high-impact HC plans and programs that align with the business needs.
• Develop HC Frameworks to ensure efficient and effective Human Capital support for the successful delivery of capital and capacity solutions.
• Efficiently and effectively Execute Human Capital Projects within or with cost savings.

HC Operational Management

• Develop and Manage implementation of high-level organisational efficiencies in Human Capital to effectively and competently provide people management advice and support to leadership, management and staff.
• Develop and monitor implementation of relevant and compliant HC policies; procedures and processes.
• Ensure that benchmark is conducted with other organisations within the industry to keep the NHBRC aligned to industry and international best practice.
• Ensure the development of a conducive environment for a high-performance culture in the organization.
• Manage development and monitor implementation of Performance Management System in the organisation to support strategy implementation and performance improvement.
• Provide oversight of payroll for staff and prioritising compliance with tax requirements and compliance with legislative requirements, HC statutory requirements and other legal liabilities related to employment.
• Oversee procurement of Human Capital related services and products in line with policies and regulations.
• Responsible for all staff related and related matters including performance, supervision, corrective action, and termination.
• Implement, drive, and manage the subordinates’ development initiatives such as performance management, succession planning, talent management etc. to ensure team performance meet required standards.

Governance Compliance

• Ensure Conditions of Service/HC policies are reviewed, developed, and implemented in line with relevant legislation.
• Manage Human Capital’s capacity to deliver and ensure compliance with NHBRC related policies, procedures, process maps and forms.
• Ensure compliance with relevant Legislation and ensure good corporate governance.
• Oversee the Human Capital division risk management strategic plans and ensure optimal risk and quality management in the Corporate Services division.
• Serve on and attends meetings of policy formulating forums, steering committees, task teams and Standing Committees, by: developing and/or recommending amendments to Council’s policy and/or procedures, to ensure consistency and fair practice, by preparing reports/items for submission to the relevant committees; providing verbal input on reports where necessary
• Serve as Chairperson to the following committees as assigned: Bursary Committee, Job Evaluations Committee, Employee Health and Wellness Committee, HRDEE Committee.
• Compile and monitor the NHBRC Employment Equity Plan.
• Compile relevant governance reports to EXCO, HCREMCO, CETA and Council.
• Ensure smooth administration in HC and corrective action treatment of all identified risks.
• Monitor and improve existing Human Capital Management Services policies/ procedures and other relevant documents to ascertain whether such documentation adheres to legal requirements and the objectives of the NHBRC’s strategy.

Financial Management

• Develop and management of the budget of the Section by ensuring financial stability within the Section.
• Ensure expenditure is in line with budget requirements.
• Monitoring financial control, budget management and the procurement process to ensure compliance with the legislation e.g. (PFMA, PPFA, and BBBEE).
• Set, establish goals for budget adherence and controls for relevant area and establish best practice principles in process and application.
• Monitor NHBRC salary budget in accordance with organisational annual budget.

Organisational Development

• Proactively champion appropriate cross-functional participation to successfully implement key organisational projects and processes.
• Ensure institutional development and growth through staff development and talent management.
• Ensure job profiles and job evaluation is researched and implemented to suit the needs of NHBRC.
• Ensure job evaluation on all mandatory posts is conducted in line with policy requirements.
• Conduct organisation work-study investigations into the effective and efficient utilisation of resources, to identify resources requirements and optimisation of business processes.

Talent Management

• Conduct workforce planning to ensure team is suitably staffed to meet objectives taking into account various internal and external factors.
• Provide input into Talent Management strategy, policy and implementation plan that ensures a seamless “hire to retire” process including succession and retention of scarce skills.
• Lead NHBRC’s efforts and initiatives for attracting and retaining key talent ensuring a competent and high performing workforce.
• Oversee formulation and implementation of attraction, retention strategies of skilled employees.
• Formulate recruitment and selection framework according to Employment Equity Act criteria and organization business needs.
• Provide advice and assistance to line management for recruitment and selection process.
• Ensure compliance with the recruitment turnaround time around time in line with policy.
• Quality assure and approve advertisements in terms of the criteria reflected on job descriptions in conjunction with equity and inclusivity principles, ensuring the arranging for the placement of advertisements in the appropriate media; ensuring the generating letters of appointment or official contracts.

Training and Development

• Ensure development of competency models.
• Identify training and development needs.
• Manage the organisation’s skills development processes which include: Implement Staff Skills Audits for training alignment.
• Prepare Workplace Skills Plan and Submit Annual Training Reports.
• Implement suitable programs and evaluate outcomes.
• Provide feedback and coaching to ensure that staff members perform at optimum productivity level.

Employee/Labour Relations and Wellness

• Implement the Employee Relations plan in accordance with set labour legislation criteria.
• Identify deliverables on ER plan and contracted with the relevant parties for execution.
• Ensure the effective management of disputes and health and safety issues according to set policies and procedures.
• Develop and implementation of a cohesive employee wellness program.
• Build relationship with the recognized union and assure stable employee relations by managing conflict and creating a positive working environment.
• Develop and implement structured employee health and wellness programs.
• Plan interventions based on risk and needs analysis.
• Monitor and evaluate the implementation of wellness interventions.
• Manage the Employee Health and Wellness Committee.
• Remunerations, Rewards and Benefits Management
• Manage compensation, benefit administration.
• Conduct salary surveys to attract and retain competent and skilled talent.
• Ensure smooth administration in human capital.
• Design, analyse and document workflow and make appropriate recommendations that will positively impact operational effectiveness.
• Ensure the HRMS (SAP) has data integrity and that all line managers use the system.
• Oversee the full compensation management process as well as 3rd party payments, statutory compliance payments and the appropriate management of provident fund.

Integrated Change Management

• Provide guidance and expertise in organisational development and change to key technical areas of systems, planning, human resource
• Management alignment of Human Capital activities to operational change initiatives and requirements.
• Work closely with business units’ head and provide HC solutions to support specific business needs.
• Create an environment that encourages change, innovation, and improvement.
• Ensures that communication strategies are in place to create awareness of section related matters.
• Ensure annual staff satisfaction surveys and an overall improvement in staff morale.

MINIMUM REQUIREMENTS:

• Must have a bachelor’s degree (NQF7) in Human Resources Management or related qualification
• Minimum of ten (10) years operational experience in Human Resources Management
• Minimum five (5) years of supervisory or management experience, with direct responsibility for leading and overseeing teams