Job Vacancies at SBV Services (Pty) Ltd.

Description

Provide service excellence in the validation and execution of end to end transactional and system administration value chain

• Collaborate with stakeholders at the centres on transactional admin and HR requests in line with business changes/requirements.  

Responsible for processing and tracking all transactions for one’s allocated area of responsibility according to standards and applicable timelines , including but not limited to: 

• Employee Movements
• Benefits
• Leave
• Overtime
• Rewards ( for example long service)
• Etc.
• Accountable to verify / process all documents/packs on notification received from stakeholders via SAGE against the statutory and SBV requirements prior to submitting the packs for second-level verification and approval by the People Services Manager. 
• Accountable to engage the applicable stakeholder on incomplete packs or queries and drive until complete and within payroll cutoff timeframes, escalating where applicable post 3 attempts of resolution.
• Validate if all documents are loaded correctly and notify payroll of the request for processing.  
• Track and monitor requests received and processed monthly by updating the shared folder with payroll on transactional processing to ensure close-out of requests within the stipulated timeframe. 
• Enrol and manage employees on the Kronos system for one’s allocated area of responsibility
• Responsible to validate the kronos timesheets for one’s allocated Support Office area of responsibility
• Capture all information onto SAGE and provide electronic documentation on SAGE for applicable processes ( for example claims, transfers, etc) 

Execute all administrative duties associated with benefits administration including lodging on all Claims, retirements, and associated tasks of Employee Benefits in accordance with the applicable legislation and governing body guidelines including but not limited to:

• Group Cover
• IODs
• Retirements
• Medical aid
• Deaths
• Etc.
• Scrutinize sick leave reports to identify trends that may indicate possible impending disabilities and notify HR Operations to start consultations with employees.
• Act as the custodian of the claim on behalf of SBV until completion, executing the below in a professional manner:

• Follow up on all outstanding documents both from HR and family members.
• Meet with family members, specifically in relation to death claims, to help in the completion of the claim forms and requirements.
• Provide updates to management on outstanding items.
• Escalate concerns or challenges to the Benefits Specialist
• Compile reports in accordance with the applicable templates and timeframes
• Investigate the distribution of death claims and compile recommendations with supporting documentation for the  trustees to consider.
• Provide support and administration coordination for Employee Wellness Program & Initiatives
• Accountable for the accuracy of leave linking as per terms and conditions including the maintenance of employee records
• Monitor and guide your applicable stakeholders on the leave standing around compliance and high leave balances for one’s allocated area of responsibility
• Distribute letters informing employees of leave to be taken to avoid forfeiture and manage employee leave balances effectively. 
• Monitor and track the sign-off register for employee letters sent on leave balances and forfeiture of leave. 
• Upload the signed the register on the system for record-keeping purposes. 

Provide advisory and consulting services to stakeholders.

Provide advice to various stakeholders on the execution and best practice with regards to the services of People Services such as:  

• Employee Wellness and Benefits
• Overtime Understanding and management
• Leave management and understanding
• Talent Management principles
• Performance management principles, timelines and requirements
• Consulting
• Etc.
• Visit the centers to guide and train both line management and HR on the offerings and policies of People Services
• Partner with HR Operations to certify the process and guidelines applicable are understood and executed with completeness and accuracy.
• Liaise with external vendors and legislative bodies where applicable to achieve the objectives of the department.
• Drive the performance appraisal cycles with one’s allocated SO managers, capturing scores on the system / excel that can be provided to the Rem Department
• Provide Talent Management support and guidance to your stakeholders

Stakeholder & Vendor management

• Expedite delivery of services by establishing and maintaining working relationships with both internal and external stakeholders
• Work with internal departments to validate cohesiveness and timeliness of service execution.
• Establish and maintain vendor partnerships that will add to the Employee Value Proposition of SBV through execution of benchmarked programs and initiatives.

  Query Management 

• Be an advocate for the query management system, guiding the HR Officers on how to utilise the system
• Prepare appropriate and timely responses to correspondence/inquiries and confirm issues or actions for the region.  
• Maintain a high standard of service to the regional HR team and employees. 
• Respond to enquiries from stakeholders within stipulated turnaround time, following appropriate procedures in line with relevant policies, procedures and processes. 
• Escalate queries/enquiries to People Services Manager, where further support/assistance is required to resolve the query/enquiry. 
• Track and monitor queries/enquiries received and ensure it is appropriately managed based on urgency and subject matter within stipulated turnaround times. 
• Liaise with HRIS / Tech on system-related queries that the HR Shared Services Team cannot resolve, i.e., Kronos and ESS queries. 
• Constantly seek to improve services by identifying areas of development through reporting feedback from the stakeholders. 
• Respond to and complete employment verification requests or similar

Governance and Reporting 

• Comply with the Protection of Personal Information Act (POPIA) and Promotion of Access to Information Act (PAIA). 
• Keep up to date with changes in HR policies, procedures and processes to ensure consistent application of rules for the region.  
• Compile, consolidate and submit governance reports monthly to verify the integrity of information on the system regarding movements and changes requested. For terminations and new hires, update the system and link/delink employees from the global address book. 
• Assist with any other reports as specified by management or other stakeholders. 
• Conduct regular system checks and audits to maintain governance and control and data integrity. 
• Inform the People Services Manager of discrepancies in the system. 
• Investigate queries in collaboration with HROs and HRIS to ensure validity and integrity of data, i.e., leave management, KRONOS and ESS queries. 
• Together with HROs, motivate changes to the system data based on the outcome of the investigations. 
• Support the internal and external audit process by providing the requested documents. 
• Conduct criminal/security checks on services providers contracted to work in the building.  
• Build and maintain good working relationships and support networks. 
• Assist with monthly reconciliations with regards to employee benefits for example headcount versus number of    medical aid members.
• Verify that Trust Funds and Beneficiary Funds are set up in terms of trustee resolutions and obtain regular reports from the Fund administrators.
• Compile standard reports in respect of recruitment and selection.
• Capture recruitment information on the database as per agreed frequency

Project and or Initiative Management 

• Implement system/process changes in line with project deliverables, in collaboration with internal stakeholders
• Support projects in terms of communicating and rolling-out key changes in the business.
• Co-ordinate and run with allocated Programs or initiatives, providing feedback on challenges, lessons learnt and successes.
• Partake in projects and initiatives as allocated, providing input and delivery of action items allocated

Provide a Recruitment and Selection function for Support Office

• Conduct the end-to-end process of recruitment and selection for junior and management positions for one’s allocated area of responsibility including
• Follow recruitment related processes and procedures including selection techniques.
• Compile standard correspondence relating to Recruitment and Selection
• Liaise with and maintain good relationships with external recruitment agencies and internal customers.
• Manage the feedback to the various stakeholders in accordance with departmental standards

In conjunction with relevant manager, drive the achievement of EE targets by:

• Advising the line manager on the Transformation requirements of SBV and planning recruitment accordingly
• Act as the custodian of the EE policy and advising line management accordingly in terms of the approval process and your recommendation
• Feedback to the Transformation Consultant on the outcome of the processes
• Accountable for the recruitment and selection files ( electronic) under one’s area of responsibility which have to be filed and complete in accordance with standards
• Build and maintain a recruitment database (talent pool) for critical positions in one’s allocated areas
• Compile and submit a weekly vacancy tracker to demonstrate progress and important information
• Submit reporting and dashboarding as required
• Contribute to the interview guide library  to ensure high end interview guides are available

Change and Culture Ambassador 

• Be an ambassador and executor of change initiatives such as embracing transformation and being an inspiring and ethical leader. 
• Influence employee behaviour to achieve business goals during critical business periods to ensure continuity of operations. Creating a winning culture and high morale. Live the SBV values and culture while inspiring confidence and generating excitement, enthusiasm, and commitment toward the mission. 

Requirements

2 years’ experience in HR  handling full transactional administration and HR generalist duties including:

• Payroll validation and processing
• Recruitment & selection of junior and management positions
• Administration of benefits
• Experience in SAGE 300 is essential.

Minimum Requirements: Education

• Degree in Human Resources Management or similar

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Description
Ownership of centre/s within one’s area of Responsibility

• Take ownership of the profitability of one’s centre/s by setting, managing and implementing centre level plans, targets and objectives in alignment with the overall cluster and company strategy
• Manage the daily holistic operations of the centre/s ensuring services are delivered according tthe agreed upon service levels
• Contribute tstrategic plans and reviews by providing accurate and complete information and or recommendations
• Drive centre/s renovations or expansions as they occur, facilitating the planning and milestones achieved until completion
• Manage the premises assigned, ensuring the necessary maintenance occurs taking intaccount: cost, operational affect, time and reputational image
• Review and provide reports tthe relevant stakeholders as required within the agreed upon timeframe including trends
• Provide input intbusiness cases and business plans

Responsible for the optimal and sustained performance of resources within one’s centre/s inclusive of the following( but not limited to):

• Fleet
• Equipment
• Systems
• Workforce
• Manage the maintenance and Inventory of equipment – ensuring high standard and availability of equipment (e.g. bullet proof vests, radios, uniforms, etc.)
• Manage your fleet in conjunction with the Fleet division tuphold a fleet that is well maintained
• Responsible tensure that all systems in place within SBV are utilised effectively and efficiently, escalating the necessary system failures tthe relevant department/s timeously.
• Draft motivations or recommendations tthe GM after analysis of resources taddress any shortages, damages or declining effectiveness of such resources, inclusive of the implications tcost, service levels and reputation.
• Manage vendor relationships and own the process for repairs, etc.

Manage Internal Relationship through:

• Building and maintaining effective relationships across multi-functional departments within SBV in order tensure seamless interactions
• Keep relevant parties informed tensure operational effectiveness and efficiency

Manage External Relationship by:

• Effective engagement with key stakeholders and provision of high levels of service
• Meet with customers on a regular basis in order tdeal with operational concerns and introduce other SBV stakeholders (for example: Sales and marketing)
• Identify opportunities within the industry tadd value tportfoliof clients by understanding client’s business models and strategies and feeding this information through tthe Customer and Commercial Department

Risk & Governance Management

• Mitigate Reputational and operational risk by ensuring that risk management processes are embedded and compliance is effectively managed
• Responsible tensure that all processes and practices within the centre / s are in alignment with the requirements of:
• Statutory laws and documentation
• SBV Policy and procedure
• Regulatory bodies (for example SARB)
• Responsible for the audit outcomes of the centre/s, proposing remedial actions where necessary and the implementation thereof
• Execute plans tremediate audit findings and ensure the compliance is within acceptable tolerance levels.
• Collaborate with Risk and GM tensure that a relevant and accurate BCP is in place, reviewing it with the relevant stakeholders.
• Partake in BCM and crisis management simulations tensure relevance and practicality.
• Manage all activities in the event of a crisis at the centre/s
• Assist with investigations (internal and external) within one’s area of responsibility as and when required trying tachieve the best possible outcome for SBV
• Responsible for the total security of entire centre including systems: Implementing the procedures, contingency plans, measures tcontrol risk, maintaining security equipment (SLA), management of security related staff
• Utilises security and environmental information from within and outside the organisation tminimise risk (i.e. rerouting of vehicles, changing times for deliveries alternative teams etc.
• Identifies potential risks e.g. theft, robberies, monetary losses, disasters and reduces risk potential by developing and implementing procedures and systems tcomply with best risk management practices, adhering tInsurance and business rules.
• Balance the cash centre daily and escalate tGM and relevant stakeholders when required
• Request dispensation when outside of rules & regulations (e.g. sub-systems are down, type of vehicle, team size, etc.) – obtaining pre-authorization from GM and relevant stakeholders.
• Sustainability of the organisation through driving continuous improvement and efficiency programmes of work
• Continually reviews procedures, systems and performance against business plans, budgets and progress of programmes and projects
• Manage projects as allocated, for example the expansion within a centre / changing the layout of the centre, including the pre and post implementation reviews.

Financial Performance Management

• Analyse and Monitor the centre/s operational performance on a monthly basis providing explanatory notes tthe relevant stakeholders on a monthly basis
• Responsible for the operational expenditure each month and ensure it does not exceed budgeted expenditure and ensuring revenue targets are met.
• Provide input intthe annual budgeting process.

People Management

• Provide leadership temployees within SBV
• Creates a conducive environment which translates intproductivity and high morale within SBV
• Inspire one’s team tdeliver on key performance areas
• Adhere tlegislative requirements and Group policies and procedures
• Leading the focus on talent tinstil value creation for high value contributors
• Manage one’s headcount in alignment with the principles and policies of SBV on a monthly basis. Inclusive of notifying HR of team cancellations, new business and new initiatives with the relevant documentation /approvals
• Preside over disciplinary hearings on behalf of SBV in alignment with statutory requirements and the policies & procedures of SBV
• Lead and manager the Talent Management Process within one’s centre / s
• Lead and manage the end tend performance management process of employees
• Adhere tlegislative requirements, company policies and procedures in respect of employment Health and safety practices
• Manage overtime / illegal overtime of one’s centre/s through proper planning and staff rotation inclusive of driving the time and attendance system within one’s centre/s
• Responsible for employees tundergthe relevant training inclusive of any mandatory refreshers in conjunction with the Training Academy
• Draft and execute training plans in conjunction with the Training Academy.

Drive the organisation culture within one’s centre

• Drive the department’s values while inspiring confidence and generating excitement, enthusiasm and commitment towards the mission.
• Serve as a leader of the culture program driving the desired behaviours and encouraging employee engagement
• Create and implement strategies in collaboration with Change Management & HR tevaluate and maintain employee satisfaction
• Drive Transformation and BBB-EE initiatives tensure sustainable alignment tthe company scorecard
• Provide leadership temployees within the organisation, creating a winning culture and high morale
• Initiate and lead a culture of performance driven output through shared purpose vision and values
• Lead as an Ambassador and executor of Change
• Act as a change management architect in periods of change tensure continuity toperations.

Manage the integration of CIT and Processing inta seamless end tend solution for customers

• Effectively communicate and embed new processes and procedures as they occur addressing or escalating matters / concerns tthe SME’s (subject matter experts) when required
• Facilitate the necessary presentations, workshops or forums in order tensure consistent and accurate communication is given across one’s centre/s.

Requirements
Minimum Requirement: Work Experience

• 5 years’ experience in a managerial position within a small operation of which;
• 3 year experience in managing and implementing the key strategic objectives within a centre.

Minimum Requirement: Education

• Bachelor’s degree or 3 year Diploma in Business Management or Supply Chain Management OR Grade 12 with extensive experience in a similar position.

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Description
Design and lead the implementation of a solution architecture, based on business requirements that is in line with the SBV

IT strategy and architecture principles

• Develop a road map of the evolution of the solution from current to future state and submit for approval to the
• architecture board
• Understand, advocate and augment the principles of solution architecture strategies
• Verify that governance processes are followed with regards to solution design, approvals and implementation
• Analyse business drivers to determine corresponding solution / change requirements
• Analyse requirements and design solutions aligned to the business requirement, SBV strategy and IT strategy
• Research and analyse the technology industry and market trends, and determine their potential impacts / benefits
• on the enterprise
• Perform the exhibition of the solution architecture process, its outcome and ongoing results to stakeholders
• Define the principles to guide solution decisions for the enterprise
• Provide input into the current processes and procedures surrounding the governance activities associated with
• solution architecture
• Facilitate the evaluation and selection of solutions by consulting with all stakeholders and other domain architects
• Provide input to other architecture domains, identify when it is necessary to modify the solution architecture to
• accommodate changes in other architecture domains
• Provide input on the organisational impact of proposed solutions to guarantee that the solution is aligned to SBV’s requirements
• Collaborate with stakeholders to confirm that all solutions developed are in alignment with SBV IT best practice
• Document all solution architecture design and analysis work to align various stakeholders
• Quality assure all solutions developed as per assigned specifications
• Collaborate with the project management office (PMO) to secure alignment of business requirements, planned
• benefits and the solution design delivery

Requirements

• 5 years’ experience in at least two IT disciplines in a service-oriented architecture (SOA) environment, including
• infrastructure architecture, application architecture, business architecture, data architecture or IT security

architecture. Which also include:

• Exposure to multiple, diverse technologies and processing environments (VMware, IBM IIB, Sterling
• ConnectDirect, Microsoft Platforms, Java, C#)
• Knowledge of all components of an enterprise technical architecture
• Knowledge of business process re-engineering principles and processes
• Basic knowledge of financial models and budgeting.
• Strong understanding of network architecture and application development methodologies.
• Strong understanding of SOA, object-oriented analysis and design, and/or client/server systems.
• Understanding of the enterprise's political climate and how to navigate the political waters
• 2 years iServer experience (advantageous)

Minimum Requirements: Education

• Bachelor's degree in computer science, systems analysis
• Architecture Certification: TOGAF

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Description
Effectively process all Administration within the department

•  Provide administration support and assistance tthe Innovation team Conduct market research as required Responsible for general office management duties such as ordering supplies Maintain and update files and records Set up meetings on request/set times, record minutes and distribute trelevant stakeholders Follow up on meeting actions and provide feedback tthe department Assist with the Proof of evidence for department Scorecard

Process Consumable Payments

 Administer transactions on Fraxion:

• Load Purchase orders and invoices for payment for the department
• Generate Purchase Orders for the department
• Follow correct processes & procedures in terms of Fraxion
• Load settlement requests on Fraxion for payments Follow up with Finance department on payment of invoices

Assist with compiling and consolidating reports

•  Assist and consolidate presentations for:
• Innovation Steerc(Bi-weekly)
• Enablement Committee (Monthly)
• Sponsor Updates (Monthly)
• Enablement projects in the absence of a Project Administrator
• Any adhoc requests MIS data capturing ontExcel spreadsheets and or other agreed templates

Live the organisation culture within one’s centre

•  Live the department’s values while inspiring confidence and generating excitement, enthusiasm and commitment towards the mission.
• Provide leadership temployees within the organisation, creating a winning culture and high morale
• Lead as an Ambassador and executor of Change
•  Act as a change Champion in periods of change tensure continuity toperations

Requirements

• 1 year business administrative experience

Minimum Requirements: Education

•  Grade 12

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Description

Drive Organisational Effectiveness in line with SBV HR strategy

• Support the development of initiatives from a people solutions perspective to respond to and align with SBV’s strategic direction and performance drive to support effective operations.
• Coordinate and implement end-to-end OD initiatives in design, implementation, training, post-implementation support and handover to business.
• Improve operational effectiveness by looking for ways to remain up to date and enhance services from an Organisational Design perspective.
• Proactively identify challenges that may affect delivery and propose resolutions to address these.
• Conduct research on trends to drive best practices within the Organisational Design and organisational effectiveness.

Assessment Centres

• Design, develop and implement an Assessment Centre aligned to the Organisational Competency Framework, job families, and assessment batteries.
• Partner with stakeholders to run assessment centres (SMEs in their respective areas).
• Manage and maintain the Assessment Centre.

Psychometric Assessments

• Deliver end-to-end psychometric assessments, including the administration, scoring, interpretation, report writing and feedback on assessments to Line Managers and applicant/candidates within agreed turnaround times and per HPCSA guidelines.
• Based on assessment outcomes and the job profile requirements, make recommendations to assist with the recruitment or talent selection process.
• Drive the deployment of assessments and align with various other OD projects, i.e., re-evaluating the appropriateness of the battery used in line with business requirements.
• Implement and provide input on the Assessment Policy and Procedures to align with best practices with relevant HPCSA and SBV policies and procedures.
• Combine technology and assessment methodologies to design and develop assessment solutions and processes according to best practice principles.
• Conduct research projects to demonstrate the validity, reliability, utility and applications of different assessment batteries.
• Provide SME input and guidance throughout various stages in the project lifecycle.
• Content creation/ support in creating proposals, materials and responsibility for defined work packages.
• Keep up to date with changes in assessments and psychometric batteries, and recommend changes based on their impact on the business.

Project Delivery

Drive the implementation of projects, in collaboration with all relevant internal and external stakeholders, according to business needs and objectives, which include:

• Identification, design, planning and execution of OD projects aligned with the vision and mission of SBV while considering the various technologies, assessment, and OD methodologies to be used to assist in operational effectiveness in the organisation.
• Monitor progress on projects, track the project implementation’s effectiveness and address gaps/risks at various milestones during the project.
• Following the handover to HR team/s, provide Subject Matter Expert (SME) guidance to business units on Business as Usual (BAU).
• Collaborate with HR teams and businesses to determine and develop programs/interventions to address identified gaps in line with the OD frameworks.
• Partner with stakeholders in initiating and improving the effective delivery of HR and business solutions while integrating and sharing best practices.
• Execute the relevant change initiatives as approved and apply change management to new OD projects.
• Provide support on Change Management initiatives for the OD projects and, where necessary, drive change management initiatives within the OD framework.
• Provide input and assistance to the Organisational Design Manager on creating project road-maps to support OD and HR initiatives.

Job architecture

Job analysis and profiling:

• In collaboration with business and regional HR team/s, conduct job analysis and develop or update job profiles for new and existing positions.
• Accountable for the correct application and use of the job profile template and, where necessary, deliver training to HRBPs on the use.
• Manage and maintain a job profile library; updated job profiles are uploaded and updated on the relevant systems.
• In collaboration with the HRBPs, extract and create performance appraisal scorecards (PPAs) based on the completed job profiles.
• Provide subject matter expert (SME) guidance on job analysis and profiling and performance appraisal compilation and deliver training to HRBPs.

Job grading and evaluation:

• Actively participate and provide input in the job grading and validation committee meetings.
• Provide clarity regarding job profiles within the organisation.

Competency framework:

• In collaboration with the OD manager, define and design job families and align them to the competency framework.
• Support the design and implementation of an organisation-wide Competency Framework and Library.
• Conduct research into the relevant competencies required per role and define a competency map.
• Provide input and support for creating customised interview guides aligned to the Competency Framework.

Performance Management 

• Provide SME guidance to Line Managers and HR regarding the principles and application of PM policies and processes.
• Review and recommend improvements to the PM Policy, procedures and processes.
• Provide support to the OD manager regarding the PM methodologies, revisiting the current methodology for fit for purpose and implementing through thorough investigation a new PM methodology for the SBV group (incl. SA, Nam and Lesotho).
• Analyse performance data regarding trends in business, providing recommendations where necessary (i.e. review in methodology, training, interventions etc.)
• Research and remain up to date on all the latest performance management trends.
• Develop/ Review training resources to support business in performance management.

Talent management and Succession Planning

• Provide support and input to the OD Manager with regard to the talent management and succession planning frameworks.
• Monitor and evaluate the effectiveness of the frameworks, providing recommendations for continuous improvement.
• Research and identify appropriate assessment batteries aligned to talent management requirements.
• Manage the end-to-end assessment process for talent management.
• Provide input into developing and updating the Talent Management toolkit and supporting documents.
• Support in the design of talent management review metrics to determine the ROI of development initiatives.

Stakeholder Management

• Support stakeholders in delivering organisational design services, initiatives and project road-maps to support the business in achieving goals and strategy.
• Develop/ provide recommendations and implementation assistance, where necessary.
• Provide SME support to employees and HR Team/s by responding to queries on OD related initiatives and principles.
• Attend and provide inputs and insights in the various forums to roll out strategic SBV projects.
• Liaise and partner with external service providers on Psychometric Assessment and OD support required.

Change and Culture Ambassador

• Lead from the front as an ambassador and executor of change initiatives such as embracing transformation and being an inspiring and ethical leader.
• Motivate, direct and influence employee behaviour to achieve business goals during critical business periods to ensure
• continuity to operations.
• Drive the SBV values while inspiring confidence and generating excitement, enthusiasm, and commitment toward the mission.
• Drive a clear and consistent message/narrative on a case for change to the initiatives that focus on reconfiguring the business functions to secure buy-in and allay anxieties across the business.
• Initiate and lead a culture of performance-driven output through shared purpose, vision and values.

Requirements

• 3 years’ working experience within a senior psychometrist role, providing feedback at all levels; of which, 1 year implementing projects. 
• Knowledge of Human Resources Management processes and practices.
• BA/ B Com degree: Human Resources/Industrial Psychology
• Post graduate qualification (Hons or Masters) in Industrial Psychology
• HPCSA Registered Psychometrist / Industrial Psychologist