Role Overview:
Responsible for development, implementation and directing human resources strategies in support of company objectives. Hands on approach, partnering with leadership and line management.
Specific responsibilities include all aspects of human resource management, including compensation and benefits, training and development and long-range planning. Develops policies and manages HR administrative activities affecting all HR operations and training. Responsible for all labour legislation and regulatory aspects affecting HR, such as remuneration policy, employment contracts, CCMA and Labour Court litigation linked to HR. Advisory role to the Executive Committee in order to plan, evaluate and recommend overall HR corporate strategies in support of the organisational objectives
The overall role requires the Executive Head/GM of HR as an employee advocate, a human capital developer, a strategic partner and a functional expert in human resources.
The purpose of this position is to provide a safe and secure employee relations environment, ensuring compliance to applicable labour legislation and other requirements and achieving combined governance assurance through proactive Risk Management in line with the company’s strategic objectives.
Develop, implement and take joint accountability for the best practice framework of the Organisation Development and Communication function.
Ensures development of the communication strategies and related processes to grow the brand and position the message correctly, i.e. targeted employee specific communication mechanisms utilising technology and industry standards, newsletters, etc.
Lead culture change within organisation using the various recognised organisational development theories, frameworks, models, tools and processes. This change is directly linked to the achievement of organisational strategy in the long term. This role requires the knowledge and ability to organise, implement, lead and integrate the change activities through all employees in the organisation.
Develop and implement continuous improvement employee data analysis through computerised systems projects to enable HR strategic reporting to the organisation.
Staff Management:
Total staffing = 6 (including 3 x experiential learners)
Small department – requiring hands on approach.
EDUCATION & RELEVANT YEARS JOB RELATED EXPERIENCE
- Tertiary Degree/ Honours HR or Law or Engineering with 12 to 15 years Senior Management related corporate human resources experience.
- Experience in Labour Law and trade union relationship building skills
- MBA or Techinical degree/ B Tech will be an advantage
Ideal Candidate –
- Must have good written and oral English experience as they are expected to attend Social and Ethics meetings as well as REMCO meetings- providing the directors feedback on prepared papers relating to appropriate HR matters.
- Working with board will be an advantage
- Reporting directly to MD or CEO will be advantage or at least Divisional MD.
- Must have demonstrated at least five continuous years of service in a DU management or senior role.
Desired Skills:
- HR
- Strong business acumen
- OD
Desired Work Experience:
- More than 10 years
Desired Qualification Level:
- Degree