HR Manager - 12582

HR Manager
Job No:  12582
Location: Germiston
Salary: Market Related Dependent upon experience.

Job Overview

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.

JOB DESCRIPTION 

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
Employee Engagement: 
  • 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.