NSA General Manager HR at Nissan Motor Corporation

About the Job

To provide leadership and direction to the HR function (including Manufacturing & industrial  Relations) in South Africa, thus ensuring that the HR agenda is aligned to the overall business strategy of the plant and the organization is on track in relation to achieving excellence in people initiatives and administrative processes.

Develops and implements the HR strategy and budget for NSA

• Formulates the organizational HR strategy and align it to business plans

• Coordinates with other department heads to ensure HR plans are in alignment with their growth objectives.

• Articulates and delivers a strong employee value proposition

• Designs and delivers effective structures and processes to meet strategic imperatives at an optimum cost

• Ensures that there is an overall optimization in the HR department costs as per the guidelines set by the top management

• Develops the long term vision of changes affecting the organization on the basis of anticipating the future trends

Drives the development and implementation of robust HR systems and processes across NSA

• Formulates HR policies, methods and timelines for manpower planning, recruitment and deployment, personnel policies, performance management, compensation and success planning and talent localization programs

• Develops HR systems to standardize transactional HR activities across all departments

• Leads implementation of annual manpower planning process in line with business growth plans and ensure that all functions and departments have the right number of resources

• Develops the overall performance management philosophy of the organization and align it with the organization’s business objectives and Alliance guidelines

• Facilitates the organizational promotions, succession planning and employee localization process to ensure key skills availability for sustained growth and business continuity

• Enlists and manage relationships with recruitment consultants to enable efficient and effective talent search and selection system

Drives the development and implementation of robust Talent Management systems and processes across NSA

• Develops the organization’s L&D strategy based on key business imperatives and ensure that it is in line with the globally mandated training programs

• Undertake competency and skills gap analysis at various functions thus ensuring that talented people are made available at all organizational levels

• Advises CEO & MD and the top management on key talent selection and localization decisions.

• Develops fast track programs and undertaking career planning and progression discussion with high potential employees

• Develops training workshops for management level employees in the form of technical, managerial and soft skills building

• Identifies external training programs or training consultants and ensuring that employees are either sent to such training programs or institutionalizing these programs

Design and implement a strong compensation philosophy and architecture which is aligned to Alliance guidelines

• Implements compensation philosophy and system.

• Creates linkage between performance management and compensation program and facilitate understanding of the same across departments.

• Develops Short Term Incentives and Long Term Incentives which are aligned to the overall compensation philosophy and encourage high performance

Develops strong relations with the employee representatives (Union) and external stakeholders to ensure uninterrupted operations. Also interacts with statutory bodies in relation to compliance's

• Develop and Implement proactive Industrial Relations strategy to ensure zero man hours loss due to employee issues.

• Handle Employee Union and execute Long term Wage Settlement.

• Ensure that amicable relations are maintained between management and employee representatives and all issues and concerns are addressed in  a timely manner

• Interpret applicable labour laws and regulatory guidelines and formulate guidelines based on the same.

• Ensure that all HR policies are in compliance with national and other laws, industry regulations and Alliance guidelines.

• Networks with local MPs, MLAs and key opinion makers, labour commissioner, PF commissioner, legal and other statutory authorities

MAJOR CHALLENGES

• Managing multiple external stakeholders in relation to labour management and ensuring their needs are addressed in a timely manner

• Ensuring development of key talent in order to drive localization initiatives

• Ensuring the plant employees are motivated

KEY INTERACTIONS

Internal

• All departments across NSA

• HR CoE

• Global Plants

External

• Government Agencies

• Labour Ministry

• Statutory Bodies

• Local opinion makers