Active Jobs at Sun International

About the job

• The Head of Legal and Compliance will be responsible in the strategic delivery of the legal and compliance team and function for SunBet.
• This will include partnering with top management to deliver legal solutions to mitigate risks relating to strategic priorities, business deals and practices.
• The role will oversee the preparation, review and delivery of business contracts across business functions, analysing of bids and proposals, project-based merger and acquisition (including disposals and winding down) due diligence and contractual drafting together with submissions to regulatory authorities; conclusion of conditions of licence subject to negotiation by business; identification and assessment of Requests for Proposals and proposed new legislation, ensuring that the specifications of binding agreements with customers, vendors, and business partners are legal, and leading the resolution of pre claims, in a manner which fully protects SunBet’s interests.
• In addition, the role will also have the dual responsibility of leading and managing processes and providing advice to business operations in achieving gaming compliance, FIC (anti-money laundering) and responsible gaming practices, and prescribed business practices against statutory and regulatory standards, within parameters established by internal policies and relevant laws. As the primary regulatory representative for SunBet, the role is responsible for facilitating all regulatory authority interactions, developing internal regulatory policies, and monitoring internal practices to ensure all operations remain in compliance with regulations. The role will also provide guidance and support to the business regarding core regulatory compliance aspects and ensure that new product development (from inception to market) and services meets all regulatory requirements and standards in the business to support the Business Strategy.

go to method of application »

Job Purpose

• The Human Resources Operations Manager will be responsible for the day to day management, delivery and integration of HR operational functions and processes across the full HR value chain for multiple allocated business units (including the management of HR Business Partners, HR Consultants and HR Officers), with the aim of ensuring effective people plans to support the achievement of the business strategy of the units; in line with budget, gaming board regulations, Sun International standards and legislative compliance.
• This will also include the management of the HR Information Management System and data integrity; HR governance; the application of remuneration, benefits and reward principles; the planning and implementation of change management projects and reporting of HR operational practices in line with policies and procedures for the businesses, consultation and advice to line on people management policies and practices; management of the talent review process for operations, employee engagement and recognition projects; as well as the performance consulting processes, making recommendations for people optimisation and mitigating any people-based risks to the business..
• The results of the role will be achieved through collaboration with Central Office and Business Unit leadership teams; managing relationships with key stakeholders (operators, unions, wellness providers, IHST, etc) to ensure optimised employee experiences throughout the life cycle of the employee with the aim of promoting Sun as an employer of choice. The role will also focus on building and enabling solid and engaged HR talent to support innovative and sustainable HR operations for the future.
• Collaborate with senior management at the business unit in formulating people plans to support and enable the delivery of objectives
• Manage HR governance frameworks, audits and alignment of people processes at the unit ensuring these are streamlined and adequately support the business as well as achieving alignment with latest labour law and regulations
• Facilitate the programme management and achievement of milestones of HR deliverables and departmental budget
• Supervise the data integrity of the HR Information System, ensuring all data and reporting is accurate, timeous and adds value to business operations
• Act as a counsel for business operations in all aspects of HR operational matters; partnering with the business to understand performance, productivity and other people challenges; and be able to assess the issue and provide constructive solutions to improve people practices across operations
• Facilitate discussions with ops management on organisational design and new role requirements relative to headcount budget and changing business objectives
• Build and maintain relationships with critical external stakeholders, including relationships with local and national Gaming Boards
• Accountable to oversee and authorise gaming board licence applications, communications and correspondence for the unit
• Nurtures co-operative relationships with union representatives to ensure sound and effective employee relations within the business unit
• Facilitate the implementation of all talent management processes in the operations including: performance management consulting, learning and development needs analyses, talent and succession planning and management in line with transformation targets to support the achievement business strategies and goals.
• Implement workforce planning and talent attraction and acquisition opportunities to attract and retain the best-in-class talent ensuring a sustainable bench of growing ready now talent for key positions
• Facilitate reward programmes and initiatives for exceptional performers
• Manage transformation and development plans to support the business in achieving their objectives and EE, SD and BBBEE targets
• Implement effective remuneration, rewards and benefits programmes aligned to legislation and equal pay for work of equal value principles, consulting on any pay and benefit related concerns with central remuneration
• Work with internal and external stakeholders to identify wellness risk areas and address these through potential programs or solutions.
• Work with the unit leadership to promote team effectiveness and drive the Sunway culture and values
• Continuously assess engagement levels and initiates innovative forums and ideas to promote a proactive and engaged workforce
• Manage internal communication and change processes and communication to ensure all employees and business partners are aligned on changes taking place across the business unit
• Develop and present the financials for the unit HR ops function including budgets, cost management, Financial reporting on the ROI of projects initiatives, and people related costs viz leave liabilities, suspension costs, etc.
• Present Business unit HR reports including statistics, analytics and commentary to management; ensuring any issues and costs being incurred from an HR ops perspective are well controlled and accounted for and that there is collaboration with line on areas of concern and potential solutions.
• Oversee the full HR administration function for the business unit ensuring documentation and templates reflect the most updated legislation and company policy, such as contracts of employment, onboarding starter packs, letters of remuneration and increases, bonuses, etc as well as all other communication to employees throughout the employee life cycle relating to operational matters
• Monitor and provide counsel on ER case management and be available to represent the Company at the CCMA as required
• Resolve employee case management pertaining to disability cases, incapacity cases, etc. by monitoring progress; as well as ensuring the complete and accurate recording and filing of documentation for future reference
• Oversee the planning, management and delivery of employee events such as long service awards; EOM awards, wellness days, roadshows, etc.
• Monitor team effectiveness across the business units and where issues exist collaborate with line to understand the challenges, identify core issues related to people, provide advice and work towards solutions. This may include performance consulting interviews, observations, etc to identify whether issues are training, process, system or relationship issues.
• Oversee the tracking of skills spend, and provide input on how to improve skill spend, aligned to the business strategy
• Oversee the management of processes relating to the compilation, consultation and analysis of skills development needs, data and reporting for business operations, e.g. MGR
• Manage the effective and efficient workforce planning for the business unit ensuring relevant programs are implemented to meet these targets including the implementation of learnerships, internships, contract and permanent labour plans
• Responsible for the continuous professional development of the HR operations team, ensuring all team members remain informed of HR practices, policies and labour legislation and build own job knowledge by participating in educational opportunities; reading professional publications, etc.
• HR ops team management, inspiring motivation and nurturing a performance driven culture.
• Relationship agreements with key suppliers, business partners and sponsors are built, negotiated and managed to achieve the business objectives and leverage new opportunities and joint initiatives

Requirements

• B Degree in Human Resources Management
• Minimum 10 years experience in HR, including a minimum of 4 years’ experience as an HR Business Partner
• Experience in the gaming and hospitality industry is an advantage

Technical Skills

• Interviewing Skills
• Performance consulting
• Employee Relations Processes
• Functional HR knowledge – including recruitment, learning & development; performance management; talent management; workforce planning
• Change Management
• Remuneration & benefits
• Financial and Business Acumen
• Project Management
• Proficiency in MS Office; Peoplesoft, Kronos
• Personal Credibility & integrity
• Written and verbal communication skills
• Advanced Knowledge and application of labour legislation (LRA’ BCEA), Skills Development Act, EE Act