Job Vacancies at eMedia Investments

Talent Management

• Ensuring the end-to-end recruitment and selection of staff, both internal and external to the Company.
• Designing and implementing competency based screening interview questions that is aligned to the Key Performance Areas of the role in order to demonstrate competence.
• Accurately scoring, interpreting and reporting the outcome of competency based interviews and organisational fit to the Line Manager and Group Head to ensure correct selection techniques are adhered to.
• Conducting training needs assessments to determine the strategic outputs, skills, competencies required in the workforce plan and aligned to the strategic long-term needs of the Company.
• Coordinating the drafting of employment contracts aligned to relevant business requirements and labour legislation.
• Designing and maintaining employee orientation sessions utilising various tools to induct on Company culture, values, as well as key policies and procedures.
• Designing, implementing and coordinating learning and development initiatives aligned to the workplace skills plan and Employment Equity Act.
• Collecting data relating to labour turnover through exit interviews and other feedback channels to formulate strategies and recommendations to minimise.
• Implementing, conducting and train management on the implementation of employee engagement surveys, collect the data and present metrics with recommendations on how to improve.
• Implementing counselling skills and sessions to effectively manage and resolve employee related behaviours.

Performance Management

• Implementing, Designing and Coach Managers and employees on the Company’s Performance Management principles in order to building superior performance through demonstrated behaviours and increasing engagement.
• Ensuring a common understanding and consistent application of the 9 Grid performance review process linked to results and behaviours.
• Coaching managers to resolve specific team or individual performance gaps and capability issues swiftly, using appropriate tools or procedures.
• Coaching managers to communicate clearly the link between the organisation, team and individual performance and related outcomes (performance ratings, compensation decisions, development decisions as captured in development plans).  

Organisation Management 

• Conduct job evaluations annually by means of Job Analysis and Job Description Interviews to ensure pay grades are up-to-date, roles and skills mix is aligned to the HR plan of the Company and to benchmark external and internal pay grades.
• Management of all employee relations services including performance and disciplinary hearings & representation at the Commission for Conciliation Mediation and Arbitration (CCMA).
• Diagnose\ing existing departmental structures, systems, strategy, skills, style using key models and tools to facilitate Organisational Development and Change Management initiatives aligned to a future state.
• Section 189 Consultations relating to operational requirements for restructures, efficiencies and cost containment. Section 197 transfers (outsourcing) and Mergers and Acquisitions (running concerns).
• Efficient management of the Employment Equity and Diversity processes for both e.tv & eNCA.
• Ensuring the implementation of policies and procedures.
• Ensuring the Company’s Human Resource practices comply with labour legislation and the terms of its broadcasting conditions.
• Diagnose culture and climate facilitate interventions.

Leadership

• Effective Team Leadership capability managing both internal clients as well as immediate team.
• Listening appropriately, empower and include the HR administrators in setting the tone for the business.
• Consistently monitor performance of division in relation to HR targets and objectives.
• Identifying substandard performance of direct reports and take necessary corrective action; identify top performance and recognize appropriately.
• Planing ahead and communicate performance standards and objectives to direct reports.
• Demonstrating consistent application.

Requirements

• A Bachelors Degree in Industrial and Organisational Psychology / Human Resource Management; 
• A minimum of 5 years experience as a Human Resources Business Partner and/or Human Resources Generalist; and
• A minimum of 3 years experience as a Manager / Supervisor: Human Resources 

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Talent Acquisition

• Championing and supporting the end-to-end Talent Acquisition experience.
• Liaising with Line Managers to update and/or design of Job Profiles.
• Advertising vacancies on the Applicant Tracking System.
• Facilitating the shortlisting of candidates in line with the minimum requirements of the vacancy.
• Facilitating and arranging interviews with the shortlisted candidates.
• Ensuring that interview guides are drafted, and questions are selected from the agreed upon list of competency-based questions.
• Ensuring that Line Managers are adequately prepared for the interview and selection process.
• Liaising with and facilitating background, qualification, criminal and reference checks with MIE and/or any other service provider.
• Ensuring that the entire Talent Acquisition experience is completed within the agreed upon turnaround time of two months.

Employee Relations

• Facilitation of all employee relations services including performance and disciplinary hearings and the representation at the Commission for Conciliation Mediation and Arbitration (CCMA).
• Facilitating Section 189 Consultations relating to operational requirements for restructures, efficiencies, and cost containment.
• Ensure the Company’s Human Resource practices comply with labour legislation and the terms of its broadcasting conditions.

Support

• Driving the full generalist basket of deliverables (including Performance Management; Talent Acquisition; Employee Relations; Organisational Design; Organisational Effectiveness; and Employment Equity) ensuring operational excellence.
• Remaining apprised of all relevant and applicable amendments to labour legislation, providing an analysis of potential impact on the business and recommendation how to adapt policies and practices accordingly.
• Maintaining and updating all HR policies and procedures, ensuring the enforcement and adherence of these policies and procedures by advising and monitoring implementation.
• Managing all workplace/stakeholder relationships by consulting and advising stakeholders regarding legislation, policies, procedures, and best practice.
• Providing support to management and staff in managing performance and facilitate the implementation of the performance improvement process (PIP) to resolve any identified performance problems.

Stakeholder Relationships

• Building, supporting and maintaining interpersonal and team relationships to ensure stable working environment and achievement of team objectives.
• Fielding employee and line manager queries and directing to the appropriate team member

Requirements

• A National Diploma or a Bachelor's Degree in Human Resources; 
• A minimum of 5 years experience in the capacity of HR Business Partner / HR Generalist;