Website IDC
Who we are Established in 1940, we are a national development finance institution set up to promote economic growth and industrial development. We are owned by the South African government under the supervision of the Economic Development Department. Our vision We aim to be the primary source of co… read moremmercially sustainable industrial development and innovation to benefit both South Africa and the rest of Africa. Our mission Our mandate is to contribute to the creation of balanced, sustainable economic growth in South Africa and on the rest of the continent. We promote entrepreneurship through the building of competitive industries and enterprises based on sound business principles. Our values Everything we do is directed by our values: Passion Partnership Professionalism Our mandate The Industrial Development Corporation of South Africa Limited (IDC) was established in 1940 by an Act of Parliament (Industrial Development Corporation Act, No. 22 of 1940) and is fully owned by the South African Government. The IDC was mandated to develop domestic industrial capacity, specifically in manufactured goods, to mitigate the disruption of trade between Europe and South Africa during the Second World War. We have contributed to the implementation of South Africa's industrial policy for more than 70 years and established, among others, the petro-chemicals and minerals beneficiation industries. We have stimulated large industrial projects in these industries – acknowledged today as the cornerstones of the country's manufacturing sector – and influenced the establishment of industries in fabricated metals, agriculture and clothing and textiles. During the 1990s, our mandate was expanded to include investment in the rest of Africa. The Mozal aluminium smelter in Mozambique was the first such venture. We secured investors from around the globe to establish a major industrial enterprise in a country plagued by decades of civil war. The smelter illustrated the viability of large projects on a continent often shunned by investors. Currently, our investments in Africa include mining, agriculture, manufacturing, tourism and telecommunications. The IDC's funding is generated through income from loan and equity investments and exits from mature investments, as well as borrowings from commercial banks, development finance institutions (DFIs) and other lenders. We align our priorities with government's policy direction and remain committed to developing the country's industrial capacity, as well as playing a major role in facilitating job creation through industrialisation. Our industrial development role As a key implementing agency of industrial policy, the IDC's activities currently centre on the National Development Plan (NDP), the New Growth Path (NGP) and the Industrial Policy Action Plan (IPAP). We identify sector development opportunities aligned with policy objectives and develop projects in partnership with stakeholders. By developing industrial capacity the IDC achieves specific outcomes. The most important of these is to enable job creation through the companies we fund. In addition, IDC funding continues to promote regional development and integration, economic empowerment of communities and growing black industrialists. The IDC remains committed to promoting environmentally sustainable growth and increasing sectoral diversity to boost the local production of goods. The corporation also plays a critical role, directly and through its sefa subsidiary, in promoting entrepreneurial development and growing the SME sector. While our funding activities focus mainly on the private sector, we work closely with different levels of government agencies and sector organisations to coordinate industry development. We also support government in other areas related to its development objectives, such as research and management of government funds allocated to achieving specific outcomes. We pro-actively develop and implement strategies in the rest of Africa to create and integrate value chains across the continent. Our aim is to use the strengths of different countries in the region to establish a more competitive industrial base. 19 Fredman Drive, Sandown PO Box 784055 Sandton, 2146
Job Description
The purpose of this role can be defined into the following distinct functions:
To provide a client centric and service orientated Human Capital advisory service to business in the implementation of
people strategies and initiatives
Support the operationalizing and execution of people strategies.
To be a trusted, credible people coach and advisor to line managers and employees alike.
Ensure the effective risk analysis, mitigation and management of people practices and processes in the business
Qualification and Experience
Qualification
Relevant degree in Human Resources or related.
Postgraduate degree would be advantageous.
Registration with relevant regulatory bodies e.g. HPCSA
Knowledge & Skills
Minimum of 5-8 years of progressive, practical exposure/application of human resource management processes with a generalist background and exposure to recruitment, selection, training, talent management, organisational development, change, recognition and reward, employee relations relevant legislation and employment laws within a complex environment.
Strong background in partnering with the diverse stakeholders.
Experience in use and application of relevant psychometric assessments with
certification as an assessment practitioner being advantageous.
Knowledge and understanding of various Labour Laws.
Knowledge and understanding of end-to-end recruitment and disciplinary processes.
Knowledge of performance management methodologies, processes and practices.
Knowledge and of various Change Management methodologies and practices.
Knowledge of Talent Management processes including succession planning, 9-Box Grid.
Knowledge of various team interventions such as Assimilations. Cohesion.
Knowledge and understanding of workforce planning and people strategy
implementation.
Knowledge and understanding of Employee Wellness processes.
Knowledge and understanding of driving transformation in the business through culture management, employee engagement, etc.
Roles and Responsibilities
FUNCTIONAL OPERATIONS MANAGEMENT
HC Execution
Partners with the Senior HCBP to drive the implementation of strategies that will engage people in delivering the organization’s vision.
Partners with Senior HCBP and COE to ensure execution of relevant HC projects as per the business needs
Communicate and engage with respective Divisions’ management and/or employees
Obtain feedback with regards to implementation and ensure such feedback is translated back to HC Strategy and processes
Enable the HC Service and Operating Model
Provide expert advice and coaching to all stakeholders when appropriate
Develop and promote ongoing feedback mechanisms for employees to influence the continuous improvement of HC services and processes
Identify new opportunities for HC to add value to the business.
Provide inputs and guidance on HC requirements for business
Implements, communicates and offers advice on standard HC systems, processes, policies, procedures, plans, and ensure programs are in place
and effectively utilized (reward and recognition, employee relations, workforce planning, resourcing, performance management, etc.).
High Performance Culture Implementation
Support with implementation of people strategies aimed at facilitating a high-performance culture
Provide on-going line management coaching and training around driving a high-performance culture in their units
Ensure performance management process and system is optimally deployed/implemented in units.
Works with internal stakeholders to identify risk areas and address them.
Partners with ER and Transformation Specialists to ensure a sound ER environment within the business units.
Attend to all labour related matters including supporting CCMA cases.
Support line managers in forecasting and planning their talent pipeline requirements in line with the function or business strategy and ensure
appropriate capacitation is in place
Ensure that remuneration and reward is competitive by providing guidance and direction to Senior management on latest market and industry
trends.
Work with the Total Rewards and Shared Services to co-ordinate the Annual Salary Increase and incentive process.
Implement and encourage the company recognition programmes and other initiatives to build a culture of recognition
Organisational Effectiveness Intervention Implementation (OD and Change, Performance Management, Talent Management, Remuneration and Benefits &Employee Relations and Transformation)
Support the achievement of the Employee Value Proposition to create a ‘Great Place to Work’ environment.
Support the implementation of the Integrated Talent management processes, i.e. Talent Reviews, Development, Retention programmes and or initiatives.
Supports the implementation of organisational effectiveness interventions.
Support and monitor the implementation of change plans.
Proactively implement interventions which would assess the level of engagement in the business i.e. employee engagement survey’s.
Support and monitor the execution of the business case for change against agreed metrics.
Support the implementation of Employment Equity Plans and ensure that a medium/long term plan is developed to address representation at a Senior management, Professionally qualified and skilled technical levels.
Implement programs to drive a strong diversity, equity and inclusion culture
Roles and Responsibilities (cont.)
Analytics and Reporting
Prepares analytics and organizational health measures such as disciplinaries, grievances, performance management, employee wellness matters, absenteeism and other organizational measures across the business unit
Review, consolidate and identify trends around people scorecards to inform unit engagement. In collaboration with the Senior HCBP/HCBP develop, monitor and manage actions to address these (for example high turnover among high performers).
Compile and present divisional/departmental people dashboard to the divisional leadership team.
Talent Acquisition
Deliver on talent acquisition service to the business.
Human Capital Business Partner Coordination
Implementation of people movements/changes within the business (promotions, transfers, secondments, job rotations, role upgrades, salary adjustments, etc.).
Planning and coordination of sessions and related documentation (team cohesion, talent reviews, culture, organizational development (OD), change and learning and development initiatives.
Facilitation of post appointments, stay and exit interviews. Drive implementation of people related outcomes from these interviews.
Support the offboarding process of employees.
Quarterly HC Audit and adhoc reporting
LEARNING AND GROWTH
To continuously research and find new ways of doing the work.
To take ownership of Personal Development.
To promote/participate in knowledge sharing with team members
STAKEHOLDER MANAGEMENT
Identifies service requirements and performance and delivers on these
Maintains regular communication and engagement with stakeholders
Manages and resolves non-delivery and compliance issues
Units’ objectives, standards and operating procedures are communicated to internal and external service providers as per SLA
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