Job Purpose
Build a strong and robust Human Resources function within the organisation incorporating all aspects of human capital to drive the organisation and its employees into the future. To develop and manage a human resources function within the organisation with a strong focus on talent management, change management and the institutionalisation of a human capital function within the organisation.
Key Performance areas
Change Management
- Identify the current culture gaps in the organisation
- Apply a change management process and tools to create a strategy to support adoption of the changes required within the organisation
- Ensure adequate an effective communication of change efforts
- Assess the impact of the change intervention
Talent Management, Recruitment and Selection
- Ensure that recruitment process is up-to-date and meets requirements of the organisation
- Recruit for vacant roles by advertising posts, screening CVs, and organising the relevant interviews or outsource and manage accordingly
- Communicate with potential hires to organise employment contracts and finalisation
- Ensure the organisation has a robust and up-to- date on-boarding process
- On-board new staff members and ensure they become acclimatised to the organisation and their new role
- Ensure there is a talent pipeline which is aligned to the organisational design and needs of the organisation
- Manage contractors and temporary workers within the organisation
Performance Management
- Liaise with relevant managers and directors to ensure that all staff have a personal development plans in place
- Update the performance management framework and oversee quarterly and annual performance review processes
- Record and document performance management and succession plans using input from staff and leadership
- Develop performance management policy and ensure adherence to the guidelines across the organisation
Training and Development
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Liaise with leadership to identify training needs across the organisation, informed by personal development plans
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Liaise with leadership to identify training needs across the organisation, informed by personal development plans
- Oversee budgeting for training and development in conjunction with department directors
- Develop an organisation-wide training and development plan to be implemented throughout each calendar year
- Organise external service providers where necessary to ensure training needs are met
- Develop a database of potential trainers and vet accordingly to ensure high standards of training for all staff
Employee Health and Wellness
- Implement employee wellness initiatives and organise staff events to stimulate staff morale and a positive company culture
- Manage any service providers in this regard
- Ensure a level of wellness within the organisation and address issue when necessary
HR Compliance and Administration
- Oversee all HR-related administration, including noting leave days for approval and following necessary procedures
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Ensure all HR policies and procedures are, developed, in place and up to date
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Where possible implement automation for the different HR processes in line with tech architecture
- Organise documentation required for disputes and disciplinary procedures across the organisation, maintaining confidentiality
- Ensure compliance with all labour related legislation and seek legal counsel when necessary
- Sit on the requisite board sub committees
- Other related HR and labour relations tasks to be completed as and when required
Professional Development and Growth
- Develop and maintain a professional personal development plan (PDP)
- Take accountability for personal performance management and engage regularly with supervisor regarding performance and feedback
- Take accountability for your development plan and ensure targets are met Identify and motivate for relevant training opportunities
Professional Conduct and Cultural Alignment
- Demonstrate the values and culture of the organisation
- Always conduct oneself in a professional manner
- Promote a positive and collaborative environment within the organisation
Minimum Requirements
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Bachelor’s degree in Industrial Psychology/ Human resources or related field
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5 to 7 years relevant experience within HR field, HR consulting or change management with an understanding of HR functional areas
Desired, non essential requirements
- Postgraduate diploma or certificate in HR field
- More than three years in HR role in a non-profit environment
- Experience leading a small HR function or leading complex change management assignments
Desired Skills:
- Change Management
- performance management
- Labour relations
- NGO
- Recruitment
- Training
- industrial psychology
- Human resources
- HR Policies and Procedures
- Process Engineering
Desired Work Experience:
- 5 to 10 years
Desired Qualification Level:
- Degree