POSITION OVERVIEW:
Responsible for aligning HR strategies with the overall business objectives, all while staying abreast of evolving regulations and industry-specific standards. Ensuring the attraction and retention of qualified talent, facilitating their onboarding and development, and promoting a safe and harmonious workplace.

RESPONSIBILITIES:

Human Capital Management

•  Partner with line managers to implement end-to-end people management processes and provide day-to-day operational support in the management thereof (including, but not limited to talent acquisition, reward and recognition, development, performance-, talent- and change management, employee relations)
•  Ensure that human resources best practices are upheld, and performances communicated throughout the division.
•  Identify and deliver continuous improvement initiatives to enhance employee performance and

Job Specification & Recruiting Profile of Vacancy wellbeing.

•  Build, support and maintain healthy, diverse internal and external relationships to ensure achievement of division goals.
•  Foster a positive workplace culture by promoting open communication, resolving conflicts, and addressing employee concerns.
•  Provide guidance and consultation to managers on HR issues, including talent management, employee relations, performance management.
•  Communicate the recruitment requirements with the Talent Specialist
•  Align recruitment requirements with budget approvals. HR Operations and Policy
•  Interpret and communicate HR policies, procedures and programs to managers.
•  Advise business departments on the standardized recruitment practices and procedures.
•  Partner with hiring managers to identify staffing needs.
•  Facilitate and support the recruitment process.
•  Prepare offers to successful candidates.
•  Implement and manage the onboarding programs to integrate new hires into the organization effectively.
•  Manage the relocation process internal changes or new hires.
•  Support the implementation of performance management contracting and reviews.
•  Support the allocated departments with the coordination of personal development plans, learning and development needs.
•  Manage the offboarding process, ensuring these align with the set procedures.
•  Identify training and development needs and work with managers to implement appropriate solutions to enhance employee performance.

Reporting/Data Compilation

•  Maintain accurate and up-to-date employee records and HR information.
•  Prepare HR reports and metrics to track key HR indicators and support decision-making processes.
•  Analyse and interpret project reports on completion of the project/s to evaluate return on investment and to inform decision-making in the subunit.
•  Draft and send monthly EE, Payroll and Training reports to Group HR
•  Monthly overtime, labour and wage reports to the GM and department managers

Collaboration and Communication.

•  Collaborate with business leaders to understand organisational goals.
•  Collaborate and communication any changes relating to HR practices and procedures to relevant stakeholders.
•  Advise and communicate legislative requirements and/or changes.
•  Provide guidance and support on HR policies, procedures and employment related matters.

Continuous Improvement

•  Stay up to date with HR best practices.
•  Stay abreast with legislative requirements, understand the impact to the organisation and implementation thereof.

Risk and Compliance

•  Ensure that all legal requirements are adhered to within the organization.
•  Ensure all HR practices and initiatives are aligned with best practices as well as SA legislative requirements.
•  Support the allocated departments with managing employee relations issues i.e. grievance and discipline.
•  Address all HR related queries within the business’ policy and procedural framework.
•  Ensure all recruitment and selection processes are aligned with Equity requirements.
•  Comply with Union agreements, if applicable
•  Comply with the necessary Occupational Health and Safety requirements.

DESIRED SKILLS AND EXPERIENCE
Minimum requirements:

•  NQF Level 7 Human Resources Management or Industrial Psychology Fields or similar
•  5-7 Years’ experience in Human Resources, with a focus on HR business partnering.
•  Strong knowledge of SA Legislative requirements
•  Intermediate Knowledge of the higher education sector
•  Understanding of HR value chain and processes
•  Proven ability to manage multiple priorities.

Preferred

•  NQF Level 8 Human Resources Management or Industrial Psychology Fields
•  8 Years of HR generalist experience
•  Knowledge of the higher education sector and/or public sector
•  Knowledge and understanding of the NSFAS Act and PFMA

Skills and Competencies:

•  Ability to influence.
•  Advanced Communication skills
•  Planning and organising skills.
•  Advanced Analytical skills
•  Agile and Innovative
•  Time management skills
•  Ability to work under pressure.
•  High Emotional Intelligence
•  Integrity
•  Change Management
•  Goal orientation
•  Computer Literate