People Manager needed at Altron Bytes Systems Integration

Job Description

The People Manager is embedded in the business – working with line management, regularly touching base with each employee, supporting the business leadership and contributing to clarity so that people are aligned with Business Strategy.  Contribute to creating a culture of high people orientation coupled with high performance that emphasizes empowerment, quality, excellence, accountability and business goal attainment.  The role is the Manager’s right hand in driving high levels of team engagement, performance and retention whilst still meeting company objectives, providing scale to line managers in day to day management of people 

Responsibilities:

Hiring of new talent:

• Conduct People Manager interviews and provide input and recommendations into hiring decisions 
• Conduct / facilitate psychometric assessments and recommendations into hiring decisions – for Industrial Psychologists 
• Produce detailed Psychometric reports with recommendations – for Industrial Psychologists 
• Provide face to face feedback to hiring manager and candidate where required – for Industrial Psychologists 

Team Orientation:

• Ensure that the orientation of new hires into the team is comprehensive and provides a warm welcome 
• Facilitate team orientation of new hires 
• Establish and drive an orientation plan for the new hires for their first month 
• Be the “go to” person for new hires in the team and ensure there is a technical buddy within the team assigned to each new hire 
• Ensure that the content of the team orientation is constantly relevant and refreshed by keeping abreast of current trends 

Employee Management and Performance Improvement:

• Collate and conduct AK 360 performance reviews (probation, bi-annual and annual) 
• Meet with employees 1:1 every 4 – 6 weeks to touch base and develop high trust relationships – ensure all action points are followed up within 24 hours of the meeting.  Provide coaching, feedback, guidance, support and discuss any urgent matters as applicable 
• Meet with line managers 1:1 on a regular basis to provide coaching, feedback, guidance and support to line management discussing any urgent matters as applicable 
• Assist and advise line management on employee issues, obtain input from Human Capital where necessary 
• Continuous tracking of KPIs 
• Manage and improve performance in conjunction with line manager driving a high performance culture 
• Keep close eye on billability statistics per consultant and address when necessary 
• Keep close eye on timesheet compliance per consultant and address when necessary 
• Ensure consultants’ time is put to good use in between projects.  Motivate them to be productive in their “down time” 
• Develop a good knowledge of Altron Disciplinary Code and Procedure, Altron employee contracts and employee value proposition 
• Partner with Human Capital to ensure that any disciplinary or formal performance improvement processes are legally compliant.  Treating employees firmly but fairly and in line with our Disciplinary Code 
• Document all incidents / conversations where necessary to support performance / misconduct hearings 

Career Journey:

• Guide the career journey for employees focusing on career development, coaching and mentoring 
• Provide employees with a clear view of the business and their role within the business from day 1 
• Give employees clarity on their career journey and assist with finalization of goals and KPI’s 
• Be a brand ambassador for Altron Karabina as an employer, create a positive, professional first impression of Karabina from the first interaction 
• Ensure employee’s career journey is clear and vivid, assist with formulating their career journey goal setting 
• Partner with Learning and Development for employee training (internal and external) 
• Work with line management and L&D to develop and drive learning paths for employees in the team 
• Drive consultants to study and take Microsoft Exams ensuring that the Microsoft partnership status and business value of the consultants is maintained 
• Review resignations and have relevant retention discussions as necessary 
• Review exit interviews as input into where the business can improve talent retention and drive accordingly 
• Partner with Human Capital regarding the onboarding and offboarding process  

Team Effectiveness:

• Live the company values in the way that people are managed 
• Develop a clear understanding of the purpose of various roles in a consulting environment and how they interact in order to contribute meaningfully to how these roles enable business success 
• With line management and consulting leadership ensure that role profiles created, up to date and communicated to relevant parties 
• Contribute to creating clarity and awareness within the team regarding our people and our business objectives 
• Proactively drive and contribute to creating a team with great engagement, morale and talent retention, connecting our consultants who are based at the customer with the business and the team culture 
• Be proactive and active in enabling the social connection within the team 
• Work closely with resource manager and consulting leadership to communicate allocation of consultants 
• Provide constant communication with consulting leadership and line management on issues with staff that could impact business 
• Provide regular formal feedback to consulting leadership on all consultants reporting into them 
• Provide assistance to the business for employee recognition initiatives 
• Provide regular feedback to AK Leadership on people trends and issues 
• Participate in the facilitation of team building initiatives within teams as necessary 

Employee Engagement:

• Conduct, evaluate and provide feedback on various Pulse Surveys, stay interviews.   
• Follow up on actions from employee engagement surveys in the business 

General:

• Drive the company values to ensure we have the right people working for us  
• Drive Work on Wellness programme (understanding of ICAS offerings so we can drive internal usage to benefit staff) 
• Take a proactive approach to employee welfare, wellness and health.  Perform the role of mental health first aider and do management referrals to our wellbeing partner where necessary 
• Be an active member of the social committee 
• Be the manager’s right hand in terms of people matters. 
• Active involvement and ownership of various projects that are assigned to People Management 
• Knowledge sharing and free sharing of ideas within the team to stimulate ideas to drive continuous improvement 

Requirements:

• Must have a degree in Psychology/Industrial Psychology
• Must have 1 – 2 years working experience in talent management
• Must have 3 – 6 years front-line experience in dealing with people  
• Experience in working in a professional services / consulting environment is an added advantage
• Registration as a Psychologist or Psychometrist is an added advantage

Education

• Bachelor’s Degree: Psychology (Required)