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The main purpose of the role is to consult, enable, and partner with Chiefs, Executives and line managers in the execution of HR-related activities and monitor adherence to HR best practice and principles to achieve excellence through people.
Managing the HR environment
Communicate and implement the strategic objectives as articulated by GCPO to create key focus areas to line managers to meet organisational objectives. Design the organisation structures of the
respective BUs with the Line Managers.
Provide guidance and support to management during the design and develop of job descriptions and evaluations..
Execute people change enablement plans for any major changes faced in the area including communicating with employees, line managers, in order to embed change initiatives into the organizations, collaborating with the Talent Management Team.
Outline risks related to change to mitigate correctly.
Participate in the process improvement projects initiated in the business unit or by HR to improve efficiencies and effectiveness of people.
Managing People Resources
Drive the Performance Management system and process between management and employees to ensure clear understanding of key deliverables. Embed performance management as a philosophy in the business by supporting managers to coach and mentor and sourcing formal training if required. Advise line managers on the requirements of the discipline, capability and grievance processes and monitor their adherence to it. Source ER advise for complex cases. Assist line managers with the development of career management plans for critical jobs, collaborating with Talent Management Team. Assist line management to identify “Talent” by analysing performance ratings, personal development plans and participating in career development interviews. Establish and manage Talent Reviews. Develop detailed annual succession plans with line management for Talent roles and ensure that such plans are updated as required, collaborating with the Talent Management Team. Provide support and guidance to managers during the Performance Improvement Plans (PIP’s) process. Participate in regular reviews and advise on plan adjustments where required.
Meet with line managers and advise them on their manpower planning and track progress. Determine the tactics for recruitment of each role including which vendors to use for external recruitment once internal processes have been completed. Review applicant CVs for management roles and shortlist for line managers to interview. Participate in interviews with the recruiting line manager. Assist line manager with the recruitment authorisation process by completing available headcount checks and assisting with the preparation of requests for additional headcount. Plan with line managers Employment Equity and Monitor adherence to plans. Ensure that all pre-employment screening is completed prior to offers of employment being issued for new employees. Review adverse risk assessments and create recommendations to the GCPO to approve or decline. Issue offers of employment for standard contracts, ensuring that package offered are informed by the approved salary bands. Escalate any non-standard requests to the GCPO for approval. Check offer letters for correctness before sign-off and distribution to the candidates.
Monitor effectiveness and contribute to functional induction of new employees and ensure dissemination of relevant HR information.
Support with People Development, Organizational Development and Change Management
In collaboration with the Training team, support, guide and advise line managers to identify training needs in their respective BU’s. Ensure that the training requirements are submitted to the Training Team to support Learning & Development in the organisation.
• Align personal development plans to individual development needs to support business improvement. Quality check personal development plans on a quarterly basis and provide feedback to line managers on the potential for improvement. Participate in selected personal development discussions on request from line managers. Reviews gaps in leadership capability across departments within the business and develops action plans in conjunction with the Talent Management Team. Together with Talent Management Team measure the effectiveness of training interventions. In conjunction with Talent Management Team CHRO deliver strategic OD and Change Management interventions to ensure that the organization is optimally resourced with the best human capital strategies. In conjunction with Talent Management Team deliver culture, climate and employee engagement surveys for the organization to ensure the workforce culture and climate is appropriately measured and initiatives put in place to ensure satisfactory engagement in the organization.
Support with the Project management of OD and Change Management initiatives in order to ensure that projects are designed and delivered on time and within budget. Conduct stakeholder engagement with internal and external stakeholders to ensure all Organizational development within sphere of control are managed appropriately and that adherence to best practice is upheld
Managing the interface between OD programmes and other organizational initiatives.
Entrenching the Reward Philosophy
Support managers to motivate for remuneration and job level changes/corrections/adjustments in line with Remuneration philosophy. Communicate incentive schemes to relevant line managers and employees to ensure their understanding. Obtain feedback from line managers on the effectiveness of implemented schemes. Communicate payroll policies (e.g. payroll cut-off dates, overtime rates, claims processes) to all new employees and direct existing employees to the HR Payroll for query resolution. Assist line to write motivations for out-of-cycle/interim increases and obtain the required approvals within the SBU before submitting to the Reward team for approval
Management of HR Information. Updates HR systems with relevant employees’ information. Conducts research and consistently develops and enforces HR procedures and policies. Analyzes and reports on KPIs and trends related to human capital in the business and uses these findings to develop strategies and solutions to issues that affect the business’s employee relations. Reports on the metrics and recommending necessary adjustments to senior management with a view of enhancing departmental performance. Analyze human resources program activity, conduct performance analyses of the programs, prepare reports and proposals from findings, and present them to senior management for consideration
Minimum B.Degree in Human Resources/ Industrial/ Organizational Psychology
HR & OD, ER experience mandatory
Facilitation experience in organizational development and change management
How To Apply
CLOSING DATE: 14 SEPT ’21 (If you have not been contacted within 28 days after the closing date of this advertisement, please accept that your application was unsuccessful)