HR Manager Job No: 12582 Location: Germiston Salary: Market Related Dependent upon experience.
The Human Resources Manager will lead the Human Resource function in developing and implementing HR strategy to provide an employee-orientated, high performance culture. This will emphasise empowerment, quality, productivity, goal attainment and on-going development of an exceptional workforce. The Human Resources Manager will report to the executive office.
Broad areas of responsibility for the Strategist include workforce planning and talent acquisition; employee engagement, recognition framework and other HR policies, projects and initiatives as assigned.
Human Resource Strategies:
Formulates innovative HR initiatives, combining strategic business plans with possible changes in the corporate culture and people management practices.
Ensures that HR strategies are integrated vertically with the companys strategic Plan and horizontally with one another.
Regularly analyses the current status of the organization and identifies emerging trends visible in the market relevant to the companys workforce.
Assembles information, identifies key stakeholders in the company, designs strategic models, calls together solutions teams, develops and presents proposals and projects to stakeholder audiences.
Creates the HR strategic planning framework; establishes the team, leads the group, ensures the project team completes all required tasks and provides project management oversight during the initial phase.
HR Policy, Projects and Initiatives:
Supports the company by leading the development of policies and programs which are the framework of the employment relationship of people with the company.
Provides strategic direction and leadership on the development of HR policies, projects and initiatives across the company.
Assesses current and future policy requirements to support strategic aims in conjunction with senior management
Researches best practices to enable the best design of company policies
Project manages the development, implementation and review of HR policies
Provides oversight of contracts and contracted services required for the development
and implementation of projects and initiatives
Evaluates the results of HR projects and initiatives to ensure expectations are met and determines next steps for improvement and sustainability
Assesses the equity and diversity impact of all HR policies
Provides direction, advice and support on employee engagement
Facilitates engagement surveys (re-surveying on a bi-annual basis); reports out on
results; and develops and provides oversight to organization-wide strategies that flow
from the survey results and priorities
In consultation with other HR staff, develops a coordinated and consistent approach to the way in which the business engages with all staff directly and indirectly on HR related matters .
Workforce Planning, Talent Acquisition and Management:
Researches and analyses workforce issues and trends in order to identify and recommend strategies for the business
Works closely with senior leadership to develop business workforce/HR plans and key performance indicators that align with the competency/capability framework and medium and long-term needs.
Leads and supports the development of policies and programs which support the attraction, recruitment and retention of a diverse range of employees.
Supports a strategic workforce planning approach to talent acquisition and management in conjunction with line managers and other HR staff.
In collaboration with other HR staff leads the development of guidelines, tools and supports for recruitment, assessment and selection processes.
Develops appropriate metrics to measure the outcomes of workforce/HR plans and strategy development for the division as a whole.
KNOWLEDGE, SKILLS AND ABILITIES
Systems thinker with the ability to conceptualize processes, procedures and best practices to support and grow the companys people resources.
Demonstrated expertise and skills in leading change initiatives.
Excellent facilitation skills.
Ability to communicate in a clear and compelling way to different audiences, champion, equalities and foster a culture of trust and openness
Ability to build and maintain effective working relationships with a diverse clientele,
including senior leaders and union representatives using tact diplomacy and discretion.
Demonstrated ability to work independently as well as collaboratively contribute in a
team environment influence people to outcomes.
Qualifications and experience:
A relevant bachelor of commerce qualification (Human Resource Management) is essential.
At least 6 years experience as a HR manager is required. This should be of a
Senior management nature, with stand-alone responsibility for HR strategy and policy, recruitment, training and development, performance management and employee relations.
Substantial experience in HR management within a similar public sector organisation is highly desirable.
Applicants must be able to demonstrate an ability to manage a significant workload in addition to well-developed interpersonal, leadership, communication and IT skills.
Proven ability to make a significant contribution to the development of policy or strategy is a key requirement.