Human Resources Manager

SUMMARY:
Human Resources Manager

POSITION INFO:

Job Position: Human Resources Manager

Ref: Johannesburg

Location: Port Elizabeth
Salary: R900 000 to R950 000 per annum CTC commensurate with experience and qualification

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Qualifications / Requirements:

• To start as soon as possible
• Honours Degree in Human Resources Management
• Minimum of 5 years’ experience as a Generalist and 4 years at Management level
• Technical / Computer Knowledge

-      HR information system

-      Computer literacy – Microsoft Suite of Products

• Working conditions:

-      Be prepared to work extra hours when required

-      Driver’s license

-      Own reliable vehicle

-      Valid passport (travel required)

• Knowledge and skills requirements:

-      Excellent report writing skills

-      Project management

-      Strategy Formulation and Implementation

-      Excellent negotiation skills

-      Innovative and ability to solve problems

-      Excellent interpersonal skills and the ability to inspire others

-      Ability to analyze complex situations

-      Excellent verbal and written communication

-      Excellent presentation skills

Key Performance Areas:

• HR strategy:

-      Formulate and implement the human resource strategy according to the company business strategy

-      Review current human resource management practices against business needs and customer requirements and motivate for improvements

• HR operations:

-      Put in place and maintain the organizational  manpower planning system so as to ensure full optimization of labour utilization

-      Ensure that the correct Job Profiles per position are in place

-      Formulate and ensure the implementation of performance management systems

-      Ensure that people recruited into the organization meet the required job profile requirements

-      Develop and implement a remuneration strategy to ensure the attraction and retention of competent staff according to the organizational needs and financial ability

-      Support organizational effectiveness through proper alignment of people, processes, structure, and culture with business strategies

• IR management:

-      Minimize the exposure to legislative contravention by implementing policies and procedures in full support of legislative requirements (BCEA; LRA; SDA; SLA’s)

-      Direct the development of Employee Relations strategy for the business, facilitating the enhancement of employer and bargaining partner relationships

• Quality Assurance:

-      Manage business risk, through continuous internal and external monitoring of business impact, as well as changes in stakeholder needs

-      Ensure the regular auditing of HR services to ensure the implementation of appropriate systems and processes according to the operational needs and objectives

• HR administration/general:

-      Ensure the implementation of a wellness program to create awareness, identify and treat wellness related problems with/of employees according to organizational requirements and sound wellness management principles

-      Ensure that appropriate systems are implemented to conduct HR reporting, trend analysis, forecasting

-      Support the company’s change initiatives by adhering to the set out values of the organization

• Financial management:

-      Interpret organizational objectives and needs across disciplines to ensure the availability and management of funds to meet the objectives of the HR function

-      Allocate and monitor the utilization of financial resources according to functional objectives

-      Manage the commercial value-add of the discipline-related programs and projects

-      Facilitate and evaluate proposal for the function to ensure validity and adherence to organizational ROI principles

-      Control expenditure according to budget to ensure efficient cash flow management

• People management:

-      Manage resource allocation to ensure effective staffing levels and utilization according to organizational needs

-      Manages subordinates'' key performance areas by setting and monitoring adherence to performance targets

-      Take appropriate ER action to correct non-performance to ensure the attainment of set objectives

-      Prepare career development plans, appraise progress and provides training and coaching to develop subordinates to their full potential

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