MEDICAL HR MANAGER - PRETORIA

SUMMARY:
Our client in the medical industry based in Pretoria is looking for an experience HR Manager to join their team.

POSITION INFO:

To manage the entire Human Resources function in a way that serves to attract, appoint and retain competent personnel within a conducive work environment and to ensure they provide professional, honest, impartial, fair, ethical and equitable service according to a suitably designed code of conduct and compliance with applicable laws.

KEY PERFORMANCE AREAS:

KPA 1: Strategic and Risk Management

KPA 2: Staff Management

KPA 3: HR Policy Development and Implementation

KPA 4: Recruitment and Selection

KPA 5: Talent Management

KPA 6: Performance Management

KPA 7: Remuneration

KPA 8: Employee Relations

Key Performance Areas (KPA’s)

Job Activities

Key Performance Indicator’s

(KPI’s)

1. 1. Strategic and Risk Management

• Provide input into strategic planning.
• Implement HR strategy.
• Implement all HR related interventions.
• Develop, implement and evaluate the H.A.S.S. Risk Management Strategy.
• To analyse the internal and external socio-economic, political and technological environment and provide proactive people-related solutions.
• To provide strategic direction and measurements for strategic innovation and sustainable people practices.
• To provide a foundation for the employment value proposition of the organisation.
• Strategic Plans
• Quarterly Reports

1. 2. Staff Management

• Manage all Human Resource department positions.
• Set, agree and monitor performance of direct reports, check alignment with planned targets.
• Identify the development and succession planning requirements of Human Resource staff.
• Perform a mentoring and coaching role for staff reporting to this function.
• Monitor that outputs achieve business requirements.
• Facilitate staff productivity and efficiency, minimizing absenteeism and turnover figures.
• Motivate staff through the implementation of various reward mechanisms.
• Facilitate departmental communication through appropriate structures and systems.
• Oversee the performance of contracted employees in accordance with the HR requirements.
• Adequate performance of HR function.

1. 3. HR Policy, Practices and Procedures

• Provide input into the formulation of Human Resources policies, code of conduct, and operational procedures in accordance with organisational objectives, labour legislation and Human Resource management best practice.
• Guarantee that effective change management takes place with regards to rolling out policy changes according to best practice.
• Monitoring the adherence to each HR policy. This must include the analysis of statistical information pertaining to staff attendance, overtime, leave.
• Ensure the distribution of HR policies to staff as well as provide advice and expertise on HR policies, should staff require.
• Ensure employee relations matters are dealt with appropriately according to policies and legislation.
• Ensure the HR calendar is implemented appropriately in order to ensure all HR reports are completed and submitted timeously.
• Up to date policies and procedures.
• Positive response to change.
• Monitoring and Reporting on HR Policy and Procedures.

1. 4. Recruitment and Selection

• Conduct and annual review of the organisational structure with management to ensure the efficient service delivery
• Ensure the effective and efficient recruitment of staff in compliance with the Recruitment and Selection Policy, Employment Equity Policy, and where relevant, the Succession Plan
• Consult with managers to identify key positions that are difficult to recruit and put in place proactive talent search to build a pipeline of talent for these positions.
• Manage recruitment processes to ensure delivery within the prescribed timeframes as contained in the Recruitment, Selection and Placement Policy, approving job advertisements and evaluating applicants’ suitability through analysis of short-listed candidates.
• Ensure all recruitment processes are accurately documented and securely filed.
• Manage terminations of employees by ensuring that all exiting employees are interviewed; manage termination and exit interview reports; report to Chief Executive Officer with feedback on any trends in reasons for terminating employment.
• Assist management to manage the appointment procedure in respect of probation and induction of newly appointed employees.
• Ensure employment equity plan is driven through the recruitment process.
• 100% vacancies filled
• Low employee turnover
• Quick and efficient recruitment process.

1. 5. Talent Management

• Build a talent culture which defines the organisation’s philosophy, principles and integrated approach to talent, which leverages diversity and is communicated in a clear employment value proposition.
• To identify strategically critical positions and leadership roles and capabilities in the organisation into the future form the Workforce plan that will determine the sustainability and growth of the organisation.
• To monitor the set up processes and systems which will:
  • Attract a sustainable pool of talent for current objectives and future organisational needs.
  • Manage the retention and reward of talent.
  • Manage the development the required leadership skills.
  • Ensure the planning for succession to key roles.
  • Identify high potential employees and link them with key future roles in the organisation through monitored development plans.
  • Identify where there is under-performance in a key role or in a person identified as high potential and raise the level of performance through a performance improvement plan.
• To agree appropriate roles for relevant stakeholders in the development and management of talent.
• To monitor and report on talent management key results areas and indicators.
• Strategic Workforce Planning
• Align Human Capital Management Practices to the Strategic Goals of the Organisation
• Attraction and Retention of Top Talent

1. 6. Performance Management

• Monitor the review of job descriptions for all staff levels, confirming accuracy of key performance areas and performance indicators and effecting approved amendments where necessary.
• Review, and manage implementation of a Performance Management System.
• Provide guidance and assistance to employees in accordance with the Performance Management System (performance agreements;
  1. 7. Remuneration
  • Implement and maintain a job grading and remuneration system, ensuring that staff are adequately remunerated for work done, in line with corporate salary trends.
  • Formulate a reward strategy and policy for the organisation that attracts, motivates and retains staff.
  • Keep abreast of changes to taxation and deductions that apply to payroll processes.
  • Ensure reward strategy is aligned with appropriate legislative, governance and other directive requirements.
  • Manage monthly payroll processes, including review of monthly payroll variance reports, signing off on such variances.
  • Ensure effective risk management in respect of payroll administration by means of conducting monthly payroll audit and extraction of Payroll reports.
  • Prepare and submit recommendations in respect of changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  • Communicate and train employees to ensure awareness, understanding and acceptance of reward and recognition system.
  • Quarterly Reports
  • Strategic Goals with regards to Remuneration.
  • Effective monthly payroll run.
  1. 8. Employee Relations
  • Develop and implement HR policies and procedures to ensure effective, fair and consistent management of staff throughout the organisation.
  • Keep up to date with legal developments and advise the business on compliance and risk factors.
  • Provide guidance and support to the HR Business Partner on CCMA cases.
  • Provide and train to ensure that all staff are aware of policies and procedures
  • Provide guidance in the implementation process of H.A.S.S. Group’s employee wellness initiatives
  • Monitor and evaluate employee wellness initiatives in the organisation and report to Chief Executive Officer
  • 100% resolved grievances and disciplinary actions.

  SPECIFIC REQUIREMENTS:

  • Flexibility to work overtime and/or irregular hours and travel when required.
  • Must be fluent in Afrikaans.

  REQUIREMENT SPECIFIC TO THE JOB:

  Qualifications:

  Minimum:

  • Honours Degree in Human Resource Management / Industrial Psychology.

  Ideal:

  • Master’s Degree in Human Resource Management / Industrial.
  • Registration with the SABPP and / or HPCSA

  Experience:

  Minimum:

  • 8+ years’ experience in the HR field including change management, HR Operations, Organisational Development
  • 5 years + experience operating at senior management level within the HR space.

  Ideal:

  • At least 8+ years’ experience in a similar environment.

  Language Skills:

  • Ability to read, analyse, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
  
  
  

   

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