JOB PROFILE POSITION INFORMATION. Senior Human Resources Manager. CEO / Executive Director: Human Resources
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1 JOB PROFILE POSITION INFORMATION Position Title Department Senior Human Resources Manager Human Resources Peromnes Grade Grade 6 Reports To CEO / Executive Director: Human Resources Number of Direct Reports 4 Undertake any reasonable duty as requested by Management ACCOUNTABILITIES, COMPETENCIES AND OUTCOMES Description This position provides leadership for the human resources function within the NDA. The incumbent is responsible for planning, directing and co-ordinating the operations of Human Resources with relation to employment, placement, orientation, remuneration and benefits, training, organisational development, employee/labour relations and employee well-being. The incumbent also directs the development and implementation of human resources policies and practices throughout the organisation to support and achieve organisational objectives and ensure organisational legal compliance. The position is also responsible for directing the directorate s financial goals, objectives, and budgets, including preparation and submission of the organisational remuneration budget for all existing and planned positions. Minimum Qualification Post graduate degree in Human Resources or related degree; A Master s degree will be advantageous Essential Experience At least 10 years experience in a General Human resource Management position At least 5 years experience within a managerial position in an HR function Knowledge Extensive knowledge on Labour legislation and Codes of Good Practice Extensive knowledge on human resource management practices, procedures and policies Extensive knowledge on writing and presenting HR policies and procedures 1
2 ACCOUNTABILITIES, COMPETENCIES AND OUTCOMES Skills Excellent data interpretation skills Excellent Computer Skills be able to effectively use the Microsoft Office software and project management software Oral Expression - The ability to communicate information and ideas in speaking so others will understand. Excellent, written and numerical comprehension - understanding written sentences, paragraphs, numerical data in work related documents Good writing skills - Communicating effectively in writing as appropriate for the needs of the audience Excellent time management - Managing one's own time and the time of others Abilities The ability to demonstrate the highest level of ethical Main Areas of Responsibility behaviour. The ability to study and apply new information to the HR policies and practices Be able to coordinate the work and activities of others Getting members of a group to work together to accomplish tasks Leadership Participate with the EXCO team in developing a vision and strategic plan to guide the organisation Identify, assess, and inform the EXCO team of internal and external HR issues that affect the organisation Foster effective teamwork amongst the staff in the HR directorate and organisation as a whole Manage NDA organisational performance reporting Create and develop NDA HR policy and systems framework for Board approval Manage the HR & R sub committee of the Board including the provision of reports and information in relation to all HR related issues and practices Provide strategic advisory services in relation to the human capital of the NDA to the Board and Executive Management Provide leadership with regard to organisational change processes, including driving the implementation and management thereof Provide leadership in relation to the creation and driving of a performance and values based culture for the NDA Financial Planning, Management and Reporting Prepare a comprehensive budget for the HR 2
3 ACCOUNTABILITIES, COMPETENCIES AND OUTCOMES directorate as well as for all existing and planned positions for the NDA as a whole Administer the funds of the HR directorate according to the approved budget and prepare and submit monthly management accounting reports Administer salary budget in accordance with post establishment in relation to existing and planned positions Provide monthly reports on the revenues and expenditure of the HR directorate Authorise and oversee all procurement for the directorate Oversee all compliance reporting including annual, quarterly and other related reporting such as EE, WSP, etc Risk Management Oversee and manage all legislative compliance in relation to Human Capital management Integrate NDA risk management strategy within the HR Directorate to ensure compliance with all legislative and other relevant obligations and applicable policies of the NDA Identify, assess and evaluate the risks within the HR directorate and as related to the human capital of the organisation broadly Initiate risk mitigation processes for operations within the Directorate Report on the identified risks and risk management strategies Oversee and manage the improvement of operational controls as reported on by Internal Audit Resolve audit queries and complete risk management reports as appropriate ACCOUNTABILITIES, COMPETENCIES AND OUTCOMES Key Performance Area 3
4 Key Performance Area 1. Strategic Human Resource Management Identify, assess, and inform the Directorate Executive of internal and external HR issues that affect the organisation Design the group human resources department structure, positions and process system in compliance to its strategic mandate Review, amend and draft job description and qualifications required for the staff of the group human resources department Formulate HR Plans, Policies &procedures according to organisational objectives. Provide strategic advisory services in relation to the human capital of the NDA to the various Directorate Executives Provide leadership with regard to organisational change processes, including driving the implementation and management thereof Develop HR strategies as well as consequent operational plans, which incorporate the goals and objectives that work towards the achievement of the strategic direction of the organisation Compiling a HR strategy to reflect the business strategy 2. Planning and organising Develop / oversee the development and implementation of HR initiatives, policies and procedures; review existing policies on an annual basis and recommend changes as appropriate Manage the development and implementation of Human Resources department, goals, objectives, policies and priorities for each function Determine staffing requirements for the various directorates 3. Remuneration Oversees employee benefit program responsibilities and analyses existing benefit policies of organisation and prevailing practices among similar organisations to establish competitive benefits programs. 4. Organisational Development Plans modification of existing benefits programs. Recommends benefit plan changes to management. Notifies employees of changes in benefits programs. Identify areas for continuous process improvement, including overseeing the creation of work flow processes and standard operating procedures for all functions within the ambit of 4
5 Key Performance Area 5. Prudent Financial Management and manpower planning HR Identify the areas for development Explore the new skills to enhance productivity Administer the Training Policy. Oversees and directs the development and administration of the Human Resources Department annual budget Set up the working methodology for succession planning analysis, implementation and monitoring Prepare a comprehensive budget for all existing and planned positions for the NDA Administer the funds of the HR function according to the approved budget and prepare and submit monthly management accounting reports Administer salary budget in accordance with post establishment in relation to existing and planned positions Provide monthly reports on the revenues and expenditure of the HR function Oversee all compliance reporting including annual, quarterly and other related reporting as implied in the Employment Equity Act 6. Employee relations Represents management in negotiating collective bargaining agreements, mediation, and arbitration proceedings. Drafts proposed contract language; assembles negotiated contracts. Assists in resolving labour disputes and grievances. Oversee and manage all legislative compliance in relation to Human Capital management Report on the identified risks and risk management strategies Identify, assess and evaluate the risks within the various directorates and as related to the human capital of the organisation Enhance Organisation communications Ensure proper management of Staff amenities and occupational and health safety 5
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