3 weeks ago
Job title : Consultant: Human Resources (KZN) (12507)
Job Location : KwaZulu-Natal,
Deadline : November 08, 2024
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DUTIES AND RESPONSIBILITIES
DEVELOPMENT AND IMPLEMENTATION OF STRATEGY (STRATEGY ALIGNMENT)
- Participate in regional/business unit management meetings and strategic planning sessions to obtain a clear understanding of business requirements.
- Analyses effectiveness and efficiency of HR practices and programmes through discussions and focus groups. Involves line and HR colleagues to effect required changes.
- Applies theoretical knowledge and understanding in practice in order to influence current work cultures and leadership styles.
- Uses standardized measurements to assess leadership styles. Communicate results to relevant stakeholders. In conjunction with senior HR-colleagues design interventions to affect modification to leadership styles and behaviours.
MANAGE TALENT ATTRACTION AND RETENTION PROCESS
- Identify the vacancy, check whether the vacant position is funded and critical. Then, complete the Request to Employ and engage the line manager.
- Ensure that interviews are scheduled
- Submit advert to HRSSC for advertising (internal and or external)
- In conjunction with Line Manager and Panel:
- conduct final short-listing with line manager,
- develop interview questionnaire guidelines and decision matrix,
- conduct the interviews and assessment – compile interview report.
- Provide guidance and advice to line manager on the recruitment processes
- Facilitate the qualification and background check.
- Pro-actively address client needs on all human resources matters.
- In collaboration with HRBP Lead & Consultant
- make employment offer & On-boarding and engagement packs to the successful candidate,
- advise line manager on the remuneration directive guidelines to attract and retain incumbents,
- make the counter offer to retain the incumbents where possible,
- identify short, medium- and long-term resourcing issues; engage clients on new roles, replacement and recruitment and retention strategies.
COLLABORATING WITH LEARNING AND DEVELOPMENT AND COORDINATION OF EMPLOYMENT RELATIONS
- Identify and recommend training needs, gaps and interventions
- Ensure that division and each employee submit Personal Development Plans
- Facilitate the implementation of the Workplace Skills Plan (WSP)
- Advise and facilitate the divisional specific training needs, and all relevant training interventions
- Collaborate with organizational effectiveness, employee relations and remuneration colleagues to ensure efficient delivery within customer base.
- Advice, manage, and facilitate grievances and outcomes of the disciplinary matters.
- Educate and advise managers, staff on adherence to HR processes, policies, rules and legislation.
COLLABORATE AND COORDINATION OF ORGANISATIONAL DEVELOPMENT PROGRAMMES & REMUNERATION AND BENEFITS
- Advise and educate employees on wellness services
- Management of employee referrals to wellness
- Monitor the progress of the employees
- Contribute toward the implementation of wellness programmes within the division.
- Update and compile the EE plan, reports and presentations.
- Advise line on implementing divisional micro-plan EE targets.
- Advise on the process and procedure of job evaluation
- Complete the job evaluation request form with the line manager.
- Coordinate the process of developing job profiles.
- Check and ensure that the supporting documents are attached for evaluation.
- Request for creation for posts in conjunction with line manager.
- Facilitate and coordinate the process of review of the organisational structure.
- Facilitate the implementation of human resources projects
- Implement performance-based culture intervention within the business unit.
- Advice and coach business unit on performance contracting, monitoring and reviews.
- Capacitate business unit on performance management process.
- Facilitate and advice on dealing with non-performance matters and dispute arising from performance management review.
- To manage a change management ethos and understanding within the division, providing support to management with a rapidly changing media environment.
- Understand and champion the business of being a strategic business partner.
- Advise on the remuneration scale code and benefits, remuneration related process and policy.
- Provide advice on all benefits such as, the medical aid contributions, group life and pension, long service awards, commemorative fund, best funeral scheme, etc.
GENERAL ADMINISTRATION, MAINTENANCE AND HR ANALYTICS
- Facilitate the termination of employment
- Coordinate and action relocation/ transfers of employees i.e. allowance payment.
- Facilitate the compliance and completing declaration of business interest(s) on SAP.
- Prepare and submit inputs into human resource monthly reports
- Keep abreast of human resources practices and labour law updates in order to provide a one-stop professional human resource service
- Uses HR technology and systems (SAP) to extract relevant HR data for line management to make better decisions on workforce issues/matters
- Compile and presents meaningful HR reports through interpretation, comparisons and trend analyses
- Oversees the process of ensuring data integrity of HR system
- Conduct and analyse exit interviews with suggestions on improvement to line management
STAKEHOLDER MANAGEMENT
- Trusted and works effectively with all stakeholders to improve effectiveness across all HR function
- Partner with HR Services and the Centres of Expertise to ensure seamless HR service for Management, Labour and Employees
- Influence the adherence to HR policies and procedures through effective support to the business
- Formulate strong partnerships with business to manage any under-performance and dealing with ad-hoc employee relations issues.
- Collaborate with relevant HR Specialists to identify, enhance and promote best practices aimed at forming an effective HR service.
- Guiding people to address SABC Processes & Policies
- Understand employee opinions and anticipate their needs and concerns.
INHERENT/MINIMUM REQUIREMENTS
QUALIFICATIONS
- Diploma/Degree (NQF 6/7) in Human Resources or related discipline
- Membership of SABPP and IPM will be a recommendation
EXPERIENCE
- 3 years’ experience in human resources environment
- Experience in working in a unionised environment will be an advantage
- Thorough knowledge of HR processes and policies
KNOWLEDGE
- Human Resources Information System
- South African employment/labour legislation and related regulatory frameworks
- Human resources governance, principles, rules, processes and procedures.
- Demonstrates thorough understanding of HR theories and best practices regarding behavioural drivers for improving and sustaining working relationship;
- Thorough understanding and capability in Individual, Team and Organisational Development processes.
- Demonstrates thorough understanding of Emotive, Behavioural and Leadership Development processes.
- Demonstrates thorough understanding of labour relations, coaching, counselling and mentoring theories and best practices, as well as methodologies.
- Demonstrates thorough understanding of Conflict Resolution Processes, (facilitation, mediation, arbitration of individual, team and unions) techniques and feedback.
- Working knowledge of the legislative framework governing human resource practices in the country.
How to Apply for this Offer
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