Website The South African Broadcasting Corporation (SABC)
The South African Broadcasting Corporation (SABC (SOC) Limited, is a Schedule 2 (Major Public Entity) entity in terms of the Public Finance Management Act NO. 1 of 1999, as amended. It was established through an Act of Parliament in 1936, which replaced the previous state-controlled African Broadcas… read moreting Corporation. This was followed by the enactment of the Broadcasting Act NO. 4 of 1999 in which section 7 allowed for the establishment of the SABC. Each of the radio and television services under the SABC portfolio are licensed separately by the Independent Communications Authority of South Africa (ICASA) and required to adhere to their respective license conditions, and the provisions of the Broadcasting Act as well as the Broadcasting Charter. Over the years, the public service provider has demonstrated unwavering commitment to the delivery of its mandate through showcasing content aimed at informing, educating and entertaining its audiences. Its portfolio includes 19 radio stations and 5 television channels which command millions of audiences on a daily basis.
DUTIES AND RESPONSIBILITIES:
DEVELOPMENT AND IMPLEMENTATION OF STRATEGY
Lead the administration and development of HR systems projects & solutions in order to meet the business requirements & HR objectives.
Be the subject matter expert for all HR system needs from identification to enabling
Share information with Executives when requested to enable understanding of HR information
Prepare reports and narratives based on qualitative and quantitative information for strategic various Stakeholders
BUSINESS OPERATIONAL EFFICIENCY
Provide advice to line management and direct supervisor on HR data management and presentation, HR administration and transactions.
Conduct position and salary benchmarking to ensure internal equity and external comp
Provide information to internal and external clients including historical information and enquiries related to all HR information.
Prepare submissions relating to system and HR information environment (including information relating to People metrics, compensation, benefits, etc.)
Compilation of MTEF Employee Compensation Submission to National Treasury
Compile annual Personnel Cost Plan sourcing input from all role players
Provide support as a super user on all HRIS Modules and reporting.
Prepare monthly report on HR & Compensation Statistics and other related Metrics/graphs/dashboard items, input to be collated and queries to be followed up and clarifications provided.
Prepare the draft annual report for HR related Metrics/graphs/dashboard items in accordance with requirements.
Lead the facilitation and compilation of the full budget for Human Capital as well as budget analysis, narrative and reporting.
Develop Queries in Epi-Use Query Manager to assist HR and business
Enabling HR Management with system support that enables HR Policies and SOP’s
Analyse and provide report on all employee compensation line items
Delegated signing authority in respect of HR information and systems.
Prepare submissions and scenarios for various projects including costs applying advanced excel
Gather, collate and check HR data integrity and that it is loaded onto system in accordance with HR processes.
Extract Data and provide a report or submission to address client requirements as well as presentations prepared as per client requirement.
Data management, forecasting, trend analysis in accordance with client requirements and make recommendations.
Provide hands-on support with the implementation of system related projects and take the HR lead for project management of identified projects e.g. pension fund, post-retirement, medical aid changes, Sales Incentive Scheme, TCOE, annual increases, 13th cheque, and other compensation related items, etc.
Random monitoring to ensure that employee’s data is correct through continuous evaluation of system information and put controls in place
Submit data for various remuneration survey participation, analyse the results and prepare a summary report for business.
Prepare and submit comparative information through Internal and external analysis in preparation for wage negotiations.
Periodically audit HRIS against Payroll systems to ensure data integration and integrity.
Monthly monitoring of Leave Liability / Bonus Provision and the correctness thereof, including checking HRIS configuration for functionality according to specs
Other related work as guided by the Head of Department.
GOVERNANCE RISK AND COMPLIANCE
Review and monitor the HRIS adherence and compliance to the policies, directives, interventions, systems, practices, processes and procedures and report any non-compliance, gaps and make recommendations to rectify
Implement Risk Management Plans and actions in line with organizational Risk Framework.
Identify internal risks and detail mitigation plans to close the gaps.
Deal with audit queries that emanate and draft actions to be considered for resolving such findings
STAKEHOLDER MANAGEMENT
Provide regular feedback on quality of the HR Data and its Integrity.
Dealing with all Top and Senior Management needs regarding HR, compensation, and other employee information management matters and reports
Liaise with internal and external service providers, regarding information and systems requirements and remuneration, benefits systems related issues,
Communicate with internal and external stakeholder regarding matters within the environment.
Provide support to HR regarding HR, compensation, and other employee information.
Act as the link between Group HR, Finance, Payroll and BIT Departments
LEADERSHIP AND PEOPLE MANAGEMENT
Benchmarks and proposes best practice HR information, processes, approaches and tools in environment
Researches comprehensive, integrated system and information management tools, initiatives and approaches to managing human resources and influence leadership towards HR digital.
Influence change in leadership thinking through benchmarking new trends in the HR information and systems space and proposing changes Drafts processes to enable and ensure accountability for people management and development and take the lead in engaging with SAPCC for design, testing and implementation
INHERENT/MINIMUM REQUIREMENTS
QUALIFICATIONS
Bachelor’s Degree in IT or Human Resources qualification
ADVANTAGE:
Sound Statistical Background
Specialised in Microsoft Excel (advanced level)/ Microsoft Access / Microsoft Power BI
Specialised in Epi-Use Query Manager 3 & 4 as well as other data extraction/manipulation tools
EXPERIENCE
6-8 years relevant experience in remuneration and HR Information systems environment.
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