Senior Director Human Capital Services needed at Durban University of Technology

Minimum Requirements:

• A Master’s degree (NQF 9) in Social Sciences, Human Resources Management, Industrial Psychology, or related field.
• Registration with the SA Board for Personnel Practice or any other relevant and recognized body.
• 10 years of strategic and operational experience in the broad human capital management environment.
• 5 years should be at Senior Management level/position, preferably in a Higher Education environment.
• Extensive experience in conflict management and dispute resolution.
• Exposure to all aspects of Human Resource Development and management.
• Must have knowledge and application of human resources processes and best practice, with an in-depth knowledge of regulatory and legislative requirements.
• Extensive experience in conflict management and dispute resolution.
• Exposure to all aspects of the Human Resource value proposition and talent management.
• Knowledge / understanding of the Higher Education sector.
• Prior experience in leading and operating HR Systems.
• Proficient in MS office.
• High-level administrative skills, along with the ability to develop and maintain excellent collaborative networks.
• Ability to lead a dynamic team with specialist expertise.
• Demonstrable experience in establishing people management models in the context of a changing workplace environment.
• Detailed knowledge of the Skills Development Act, Skills levy Act, South African Qualification Authority Act, Higher Education Act, Basic Conditions of Employment Act, Labour Relations Act, Employment Equity Act, Statutes, Rules, CHE, DHET, Regulations, etc.
• Understanding of content and requirements of SAQA and NQF.
• Policy Development and Policy Implementation.
• Customer Advice and Support.
• Team Management.
• Systems Management.
• Resource Management.
• Understanding of the Higher Education Environment.
• Sound communication & presentation skills.
• Working knowledge of SAP or an equivalent HR Administration system.
• Computer proficiency.
• Advanced conflict management skills.
• Valid driver’s License.

Summary of Duties:

Policy Development.

• Oversees and provides overall direction to the research, design, development and review of Human Resources policies, procedures, plans and systems on an ongoing basis, in line with relevant legislation, national standards and international best practices.
• Development of a comprehensive HR Policies and Procedures Manual benchmarked against standard practices in higher education in the following key areas:
• Benefits & Compensation
• Employee Relations
• Organisational Development. Change Management and Human Capital Planning
• Performance Management System
• Human Resources Development & Talent
• HR Governance & Regulatory Compliance
• Participates as a member of the Management Team in monitoring and evaluating Institutional Policy and Strategy

Policy Implementation.

• Manages and assesses the implementation of HR policies, procedures, plans and systems designed to ensure the effective and efficient delivery of an integrated range of HR practices and services in alignment with the needs and expectations of core customers within the DUT. Specific responsibilities include:
• Strategic Leadership
• HR Services
• Benefits & Compensation
• Employee Relations
• Business partnering, Transaction services and Resourcing
• Performance Management
• Organisational Development
• HR Development and Talent
• Business Analysis & HR Regulatory Compliance

Customer Advice and Support.

• Provides specific high-level, legally compliant strategic advice on all Human Resources and labour related matters pertaining to the effective functioning of the HR function to the line Deputy Vice Chancellor in respect of:
• Staffing projections/potential skill gaps,
• Advice on the effective use of appropriate conflict resolution protocols.
• Ensures appropriate mechanisms are in place to monitor/measure customer satisfaction with HR structures and services on a regular basis in order to improve the quality and effectiveness of services offered.
• Oversees relationships between key support management and customer base to ensure a high standard of service delivery is maintained at all times.
• Advises on the appointment and manages the performance of specialist and operational direct subordinates. This entails inter alia:
• Setting goals and targets and monitoring actual performance against agreed objectives.
• Providing coaching and support as necessary.
• Ensuring reporting staff are appropriately trained regarding relevant policies, procedures, plans and systems, etc.
• Providing appropriate developmental opportunities to ensure staff keep up to date in their fields in line with DUT career pathing and succession plans.

Team Management.

• Advises on the appointment and manages the performance of specialist and operational direct subordinates. This entails inter alia:
• Setting goals and targets and monitoring actual performance against agreed objectives.
• Providing coaching and support as necessary.
• Ensuring reporting staff are appropriately trained regarding relevant policies, procedures, plans and systems, etc.
• Providing appropriate developmental opportunities to ensure staff keep up to date in their fields in line with DUT career pathing and succession plans.
• Sets up and monitors the effectiveness of appropriate forums, communication channels/structures, systems and procedures to ensure all staff within the HR function are fully aware of and identify with the vision and mission of the DUT.
• Identifies and organises appropriate self-development opportunities/options in consultation with the Deputy Vice Chancellor, e.g.
• Attendance at selected national/international conferences/workshops.

Systems Management.

• Responsible for the installation and effective· functioning of an integrated management information system designed to meet the current and evolving needs of the customers of the HR function of the DUT, e.g. updated staffing establishment; actual/budget analyses.
• Oversees the installation of the necessary controls to promote the effective functioning and coordination of HR systems within the Institution, e.g. Advises on the establishment of controls to safeguard the integrity of the job grading/profiling process.
• Provides guidelines for the capture of relevant HR data through the ERP system (SAP Successfactor) for operational and strategic purposes, e.g. age/education profiles of staff for career planning projections.
• Identifies and analyses statistical data and other management information to generate appropriate strategic responses and/or pre-emptive actions, e.g. Verification of staffing vs. establishment plan.

Resources Management.

• Assesses appropriateness of planned HRD spend; planned costs of transformation initiatives; and revises as may be necessary
• Monitors actual results against budgets/forecasts and oversees the management of relevant internal /external resources to achieve agreed objectives with optimal efficiency.
• Institutes and monitors effective controls to ensure resources are effectively managed within approved budget limitations. e.g. determines priorities to optimize utilization of resources/facilities.
• Identifies and promotes income generating opportunities, e.g. provides support/guidance in the setting up of “Centres of Excellence”.

Representation.

• Represents the HR function of the OUT at appropriate internal and external forums, specifically the following: 

  Internal e.g.

• Member of Governance Structures Member of Negotiating Committee.

     External e.g.

• Labour Court and CCMA