SUMMARY:
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POSITION INFO:
Mission:
The Human Capital Director is responsible for overseeing all aspects of HR functions, providing expert HR guidance and direction on complex processes and compliance issues associated with recruitment, hiring, onboarding, performance evaluations, performance management, labor and employee relations, compensation, benefits, leave management, and separation. This role will be responsible for managing the dedicated HR managers team.
The Human Capital GM will be reporting to the MD and the HR Divisional Head.
Qualifications:
- Bachelor’s degree in organizational development, Human Resources, Business Administration, Training and Development, or related field required. Or any equivalent combination of education and experience which provides the required knowledge, skills, and abilities to perform the essential functions of the position.
- Experience in Industrial / Manufacturing / Logistics environment required.
- Minimum ten (10) years' progressive experience in human resources, with emphasis in labour and employee relations, organizational development, engagement, compensation and benefits, talent acquisition, and HRIS, with five (5) years in a managerial role.
Work experiences:
- A diversified working knowledge of all human resource functions.
- Knowledge of SA laws, Industrial relations, Human Resources, and Compensation & benefits, project management.
- Previous work experience in both union, bargaining council and non-union work environment.
- Ability to establish and maintain effective working relationships with employees and leaders.
- Ability to manage sensitive and confidential issues.
- Exceptional written and verbal communication skills and able to communicate effectively with a diverse population.
- Proven ability to manage multiple priorities and multitask or re-prioritize as needed in a fast-paced environment.
- Directly oversee the functions, outcomes and performance of Talent Acquisition, Employee & Labor Relations, Organizational Development, (payroll, and systems are centralised)
- Work collaboratively with HR leadership and partner to understand and prioritize the critical business challenges.
- Provides critical feedback to the Managing Director to ensure continuous performance and process improvement with respect to programs, policies, practices, and processes associated with meeting the strategic and operational goals.
- Supervise human resources activities in the department, delegating tasks and projects as appropriate, and ensuring the work is done in compliance with policies and procedures.
- Continuously review the scope of activities necessary to successfully complete operations in the HR domain; ensure new mandated processes and systems become embedded into procedures, refining as necessary.
- Provide direction to the team such that all on-going HR processes for hiring, payroll, leave management, benefits management, and labour relations as well as other cyclical activities are completed on time and accurately.
- Drive collaboration across the organization to identify needs and develop scalable solutions.
Key Performance Areas not limited too:
Strategic HR Leadership:
- Collaborate with the executive team to craft and implement HR strategies that align with the company's vision, resulting in a streamlined HR function and enhanced business performance.
- Drive strategic HR initiatives that improve overall organizational efficiency and employee satisfaction.
Organizational Effectiveness:
- Create and execute strategies to optimize organizational structures, including role redefinitions and job profiling, leading to increased productivity and alignment with strategic goals.
Manage large-scale change initiatives successfully, ensuring minimal disruption and enhanced organizational agility.
Talent Development:
- Develop and manage a comprehensive talent management program, including talent acquisition, onboarding, and leadership development.
- Design and implement Learning and Development initiatives that enhance employee skills, including leadership training programs and skills workshops.
- Introduce and facilitate talent assessments, career coaching, people reviews, succession planning, and development plans to build a talent pipeline that significantly improves employee capabilities and readiness for leadership roles.
Performance Management:
- Lead the redesign and implementation of a performance management system, including the development of performance metrics and short-term incentive schemes.
- Enhance individual and team performance through targeted performance reviews, feedback sessions, and action plans.
- Implement performance-based compensation strategies, aligning rewards with employee contributions and organizational goals.
Employee Relations:
- Address and resolve complex employee relations issues, including disciplinary actions, grievances, and incapacity procedures.
- Implement effective strategies for managing industrial relations, including negotiations with trade unions and handling of strikes.
- Develop and execute initiatives to promote positive employee engagement and workplace culture.
Digitization Strategy:
- Champion the adoption of digital HR solutions, including TalentSoft for talent management and VIP for payroll processing.
- Oversee the implementation of e-learning platforms like EdApp, improving training and development efficiency.
Budget Management:
- Manage the HR department budget, including planning, forecasting, and monitoring expenses.
- Ensure efficient use of resources and alignment with organizational priorities, leading to cost savings and optimized HR operations.
Employment Equity:
- Develop and implement comprehensive Employment Equity Plans, fostering a diverse and inclusive workplace.
- Chair the Employment Equity Committee, drive the achievement of transformation targets, oversee the preparation of annual reports, and ensure compliance with regulatory requirements.
Learning and Development:
- Oversee the Learning and Development function, ensuring alignment with organizational goals.
- Identify and source training programs to address skill gaps and enhance employee capabilities, resulting in improved job performance and career progression.
- Implement initiatives to support continuous learning and professional growth.
- Compensation and Benefits:
- Lead the Compensation and Benefits function, ensuring competitive and equitable salary structures.
- Conduct market analyses to benchmark compensation packages and implement benefits programs that support employee well-being and retention.
- Implement compensation strategies to attract and retain top talent.
