Head of HR

SUMMARY:
People and Culture

POSITION INFO:

The Head of HR role is far from one-dimensional. The role requires someone who is strong operationally to ensure compliance with labour practices, implementing operational procedures to improve efficiencies and enhance EVP. The successful incumbent will be responsible for overall strategic management of the Human Resource function within the Company. This includes organizational design, policy development and implementation of relevant policies and procedures.

The employer provides specialised outsouced warehouse management as well as saffing solutions to various industries throughout South Africa. Manufacturing and FMCG background would be an advantage.

Key Responsibilities

HR Strategic Planning & Management

• Develop annual strategic goals for the HR function to align with company strategy
• Drive and support the deployment of HR programs across the HR value chain, including but not limited to: Job Profiling, Recruitment & Selection, Onboarding, Performance Management, Learning & Development, Recognition & Reward, Career Management, Industrial Relations, Employee Exits, etc.
• Drive HR policy and programs effectively and efficiently, while maintaining internal customer Manage own delivery against strategic HR plan and set timelines, identify obstacles to delivery and take appropriate action where required
• Develop and share relevant HR dashboards with business
• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Support and coach the leadership and management teams on all people leadership matters, including business change and transformation.
• Document and manage the annual HR budget
• Maintain constant communication with Management, Employees, and Stakeholders to ensure proper operations of the company.
• Manage own delivery against strategic HR plan and set timelines, identify obstacles to delivery and take appropriate action where required
• Develop and share relevant HR dashboards with business
• Partners with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Support and coach the leadership and management teams on all people leadership matters, including business change and transformation.
• Document and manage the annual HR budget
• Maintain constant communication with Management, Employees, and Stakeholders to ensure proper operations of the company.

Performance Management, Reward & Recognition

• Develop and manage an effective workplace performance management system to inculcate a performance driven culture.
• Train all managers and employees in the value of the performance management process as well as their roles and responsibilities in this process.
• Link performance outcomes to reward.
• Establish and review all performance management related policies and practices to ensure that there is sufficient dialogue and communication channels in the workplace.
• Lead performance management initiatives, including managing poor performance, and act as a mediator when there are conflicts.
• Ensure robustness of performance review process by conducting quality reviews on performance agreements and development plans for business areas

Learning & Development

• Develop a Learning & Development strategy for the company, including a competency model and skills matrix aligned to the organisational strategy.
• Creates learning and development programs and initiatives that provide internal development opportunities for all employees.
• Establish and maintain appropriate systems for identifying, planning, delivering and measuring learning and development.
• Manage a company learning plan that details required training that is delivered within the agreed/specific timescales and ensure outcomes are appropriately measured and reported on.
• Conduct a training needs analysis to identify gaps and identify training service providers based on needs.
• Develop and monitor implementation of personal development plans for employees.
• Monitor the impact of all learning & development interventions.
• Ensure the company training records are maintained and are up to date.
• Prepare and submit the annual ART/WSP and submit to the SETA.

Talent & Succession Management

• Lead the work to regularly review the company''s talent management processes within the business areas, including performance/potential management, workforce planning and succession planning.
• Work with senior managers to uncover the talent implications e.g. any significant gaps to meet long-term objectives and create a long-term workforce plan that prioritises people-related initiatives.
• Partner with executives to identify critical positions in their divisions, and thereafter identify possible successors for those positions.
• Develop/document succession plan and ensure that employee training is aligned to support the plan.
• Influence promotion decisions to ensure that employees from designated groups are appointed and/or promoted to senior positions in accordance with the company’s transformation plan.
• Own the organisational structure and develop innovative strategies around organisational design.
• Measure the effectiveness of the organisation structure to ensure it meets business requirements and that performance is optimised
• Prepare and submit annual employment equity (EE) reports.
• Chair quarterly EE meetings.
• Recruit in line with EE goals.
• Develop appropriate employee surveys to test and measure wellbeing within the business.
• Develop and implement a wellbeing management plan.
• Deliver and report on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement.
• Manage the disciplinary and grievance processes as well as a disciplinary code with recommended sanctions.
• Develop a process to understand, monitor and address absenteeism.
• Maintain the employee handbook containing policies and procedures.
• Engage with union around annual increases or any other relevant matters.

Organisation Design

• Own the organisational structure and develop innovative strategies around organisational design.
• Measure the effectiveness of the organisation structure to ensure it meets business requirements and that performance is optimised

Transformation Management

• Prepare and submit annual employment equity (EE) reports.
• Chair quarterly EE meetings.
• Recruit in line with EE goals.

Employee Wellbeing

• Develop appropriate employee surveys to test and measure wellbeing within the business.
• Develop and implement a wellbeing management plan.
• Deliver and report on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement.

Qualifications, Knowledge & Experience

• Relevant HR degree or equivalent is essential.
• Post graduate qualification is an advantage.
• At least five years’ experience in a senior HR generalist role
• Experience in working with unions highly recommended
• Experience in the FMCG industry an advantage
• MS Office competence in Word, Excel, Powerpoint is essential and critical to operational success.
• Strong business communication skills written, spoken and presentation.
• Must be able to contribute to the overall direction of the business and set an example from a leadership perspective.
• Able to operate autonomously with little to no operational guidance, whilst delivering to high standards and expectations.
• Able to act with integrity, professionalism and confidentiality.
• Must have knowledge of LRA, BCEA, EE ACT, Skills Development ACT and BBEEE ACT.
• Knowledge of the local languages will be an advantage

Workplace: Office