HR Executive Manager

SUMMARY:
HR Executive Manager Position Available - 6 month interim Director contract

POSITION INFO:

Human Capital Strategy, and HR governance
• Develop the organisation''s Human Capital strategy, aligned to the organisation''sTransformation Strategy.
• Partner with relevant senior managers and the organisation''s Exco, to translate the strategy and
organisational policies into HR strategic and operational plans to successfully deliver the organisation''s programmes and business objectives.
• Maintain knowledge of all relevant laws, donor requirements, policies and best practices and
ensure the organisation is compliant with these, including compliance with POPIA and any other privacy
and information security requirements.
• Ensure that good governance and control systems are maintained through the review,
development, implementation and enforcement of appropriate policies and procedures for the
effective management of the organisation''s staff, covering the full employment life cycle and the various
aspects within (employee relations, career development, grievances and wellness among
others).
• Analyse HR data and trends, and present comprehensive HR reports to the organisation''s Exco, Board and
other stakeholders when required.
Talent Acquisition and Rewards Management
• Ensure that a suitable Talent Acquisition and Retention strategy is in place and reviewed and
kept updated to meet any challenges in the rapid changing environment in which the organisaation operates.
• Work with hiring managers to maximise the organisation''s reach into the talent pool through the various
platforms available, including reputable agencies and external service providers.
• Lead the development and promotion of the organisation''s brand as an employer of choice.
• Provide guidance on progressive and proactive compensation and benefits initiatives to provide
motivation, incentives and rewards for attracting suitable candidates and retaining those that
perform effectively.
Employee performance management
• Ensure that an effective performance management system is implemented which aligns with
the organisation''s mission, strategic direction, objectives, and culture, adapting to latest trends to
maximise employee engagement and productivity.
• Ensure the performance management process is a practical system that is easy to understand
and use for all employees, and that it provides an accurate assessment of each employees’
performance.
• Maximise the use of available computer-based systems to ensure cost-effectiveness and
efficiencies.
• Monitor that the information obtained from these reviews is acted upon to implement
processes to remedy poor performance, reward excellent performance and provide learning
opportunities to employees.
Employee Engagement & Wellbeing
• Develop a cohesive employee engagement strategy ensuring that safety, wellness, and
employee assistance programmes are integrated and contributing towards employee
satisfaction.
• Evaluate and advise on the impact of long-range planning of new projects, with a focus on the
attraction, motivation, development and retention of the people resources of the organisation.
• Direct and lead employee engagement initiatives across the entire organisation, identifying
opportunities to maximise positive engagement.
• Ensure that all aspects of employee safety and wellness are considered, and that programmes
and processes are adequate to address the needs of a varied workforce.
Learning and Development
• Oversee the development of an integrated learning and development plan that maximises
opportunities for all of the organisation''s staff to further develop, and that it increases employee engagement
and job satisfaction.
• Regularly and systematically evaluate the organisation''s critical positions and their competencies and
determine the best methods to ensure the organisation has a healthy pipeline of talent to meet current
and future needs, including but not limited to learning and development initiatives.
• Lead the talent management process of matching specific people to specific roles and in
partnership with the line managers and employees to develop career paths.
• Contribute to succession planning for the top executives of the organisation through the identification of
potential talent externally or internally, and development of specific competencies to fulfil these
top roles.
Employee Relations
• Oversee the satisfactory running of the ER function and provide guidance to the organisation on
how to minimise ER issues through development or improvement of various initiatives.
• Engage with both internal and external stakeholders on ER matters as required, including
employees and line managers, attorneys of record, CCMA, Department of Labour, etc.
• Ensure ER interventions and engagements are carried out in an efficient and cost-effective
manner.
HR systems
• Oversee the management of the organisation''s HR manual, electronic, and any other relevant systems,
ensuring they are used correctly. Maximise synergies and the use of the various modules within
electronic systems to enable a well-functioning HR team that supports the implementation of
the organisation''s programmes.
• Keep up with the latest trends in HR practices and HR systems and align the organisation''s HR systems to
these best practices.
• Ensure best practices are used across all HR and related systems to maximise efficiencies and
safeguard personal information.
• Regularly prepare and review reports for critical analysis of the HR function to provide insights
into the organisation''s transformation and other business strategies.
• Work closely with and support Payroll to ensure seamless processing of starters, terminations,
changes to programmes and other critical operational aspects.
Staff Management and Workforce planning
• Oversee various HR teams and ensure they are well managed and supported through effective
line management of a diverse team of HR generalists and specialists.
• Ensure that the central HR team is well skilled and sufficiently resourced to support the
programme HR managers and teams.
• Use proven approaches for strategic workforce planning to ensure that there is alignment
between the people needed and business strategies, in the short and long terms.
• Participate in the development of project proposals as a strategic partner to inform operational
aspects of the HR teams.
Any other tasks as agreed with line manager.
Minimum Qualifications, Experience and Skills Required
• Bachelor’s degree in HR or HR-related discipline and at least 15 years’ progressive related
experience.
• 5 years’ experience leading the HR function of an organisation with 3000+ employees, or in a
senior role supporting the HR function of such an organisation.
• Demonstrable general business acumen and management skills.
• Leadership skills.
• Critical evaluation and detail orientated.
• Excellent communication skills including report writing.
• SA Labour and other applicable laws and regulations
• Corporate Governance (King IV)
• HR best practices
• Microsoft Office Suite
Advantageous Qualifications, Experience and Skills
• A masters or similar post-graduate qualification in a relevant HR area is advantageous.

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