Purpose of the Role<\/p>\n
\tTo design, lead and be accountable for the creation and operationalisation of the HR strategy for the Business.
\n\tTo be a “trusted advisor” to the IFS executive team.
\n\tTo lead the organisational design processes that facilitate the growth agenda of the Business.
\n\tTo drive the talent attraction, management and development agenda for the Business, including effective onboarding and integration, performance management, people development and leadership succession.
\n\tTo identify and manage people risks across the IFS Business and drive mitigation actions.
\n\tTo drive Business HR compliance with all in-country and international statutory requirements and ensure the on time and accurate submission of annual and monthly statutory returns.
\n\tTo lead the establishment and maintenance of effective and efficient workforce practices and relations within the Business.
\n\tTo provide professional HR advice, coaching and solutions that support the Business in the identification and management of strategic workforce issues and major change programmes.
\n\tTo drive the implementation of Group frameworks, systems, structures and programmes that facilitate talent attraction, management, reward, retention and development towards the achievement of Business objectives.
\n\tTo lead the HR back office and ensure payroll functionality and performance against agreed standards.
\n\tTo direct the employee relations portfolio by strategically managing interactions and stakeholders across the Business as well as social partners, towards the maintenance of industrial harmony and the achievement of financial and strategic targets.
\n\tTo drive the digitisation of the HR function and the management of HR information, analytics and reporting.
\n\tTo co-create the budget for the Department.<\/p>\n
Key Responsibilities
\nStrategy Operationalisation<\/p>\n
\tWork in conjunction with the Chief People and Culture Officer and executive team to co-create the Group HR strategy, based on a 3-5 year view of requirements and drive the delivery of an integrated HRM strategy.
\n\tDrive end-to-end human resource management practices and systems and monitor related performance across the Business.
\n\tConsult with the Business on people requirements – facilitate, advise and get operationally involved where appropriate.
\n\tEnsure agreed strategic goals are implemented through team targets and that these targets align cross- functionally within the area of responsibility.
\n\tNetwork and build relationships across the Business, particularly at the executive management and leadership levels.<\/p>\n
Organisational Design<\/p>\n
\tLead the review of all organisational structure changes across the Business and ensure alignment to the long-term strategy and short-term Business requirements.
\n\tIn conjunction with the Chief People and Culture Officer, oversee the design and development of the organisational structures and the alignment of organisational processes through job profiles developed and updated across the Business.
\n\tDirect the workforce planning process and sign off across the Business and authorise all new headcount and position changes for the Business.
\n\tEnsure the organisational structures are current at all times by conducting periodic audits of the structure.<\/p>\n
Job Grading<\/p>\n
\tBe the custodian of job evaluation and grading processes and systems within the Business.
\n\tCoordinate and oversee job grading processes, as and when required.
\n\tEvaluate positions to ensure the alignment between the Paterson system and the DRC system.
\n\tPrepare classification systems and define job levels and families.<\/p>\n
Talent Attraction and Management<\/p>\n
\tOversee the recruitment, selection, appointment and onboarding process across the Business, ensuring that the right person for the job is appointed and integrated into his\/her role.
\n\tWork with the Business to develop attraction and recruitment strategies for talented nationals and oversee implementation.
\n\tMonitor the implementation of pre-emptive measures to ensure the retention of senior managers and specialists, especially employees in designated groups, and analyse exit assessment processes.
\n\tAnalyse workforce information and productivity measures and work with Business executives and managers to establish an effective performance management and appraisal system.
\n\tLead the talent management and succession planning processes for the Business.
\n\tEnsure the achievement of employment equity targets across the South African business entities.
\n\tDrive the establishment and operationalisation of the skills dictionary and competency framework for the Business.<\/p>\n
Talent Development<\/p>\n
\tLead the design and implementation of the Business HR development strategy towards building skills for the future across a 3-year timeframe based on best practice and internal policies, priorities and opportunities.
\n\tEnsure that an annual workplace skills plan and report are completed across the Group.
\n\tFacilitate and influence organisational commitment towards skills development and business transformation.
\n\tOversee and confirm the alignment of learning and development programmes with other performance and development systems and initiatives, including people competency models, career development initiatives and succession planning programmes.
\n\tWhere appropriate, lead the implementation of learnership opportunities and programmes in line with the overall strategy.
\n\tDrive performance development review processes across the Business to ensure they are aligned to the Business\u2019s people strategy and that development programmes have a positive impact on Business performance.
\n\tLead the implementation of a leadership framework (personal and organisational leadership) within the Business, focused on requisite future skills and offering opportunities for growth and development.
\n\tOversee the design and delivery of in-house training programmes, as well as the creation and facilitation of leadership\/talent management programmes for the Group.
\n\tManage, oversee and report on the training budget and spend.<\/p>\n
Workforce Modernisation<\/p>\n
\tAct as an advocate of change and modernisation in support of business and HR strategies.
\n\tLead the identification and implementation of workforce modernisation (including identification of new ways of working, role redesign and improved performance measurement systems) opportunities that support effective and efficient operations.<\/p>\n
Diversity and Inclusivity Leadership<\/p>\n
\tIn conjunction with the Head of Communication & Culture, drive the process of creating a diverse and inclusive culture within the Business.
\n\tKeep abreast of legislative changes relevant to employment equity, the employment of expatriates and local employment promotion and lead the operational interpretation for the Business and the implementation towards building an inclusive culture across the Business.
\n\tFor Namibia and SA, manage the annual and 5-year employment equity\/affirmative action planning process and consultation.<\/p>\n
2Employee Relations and Wage Negotiations<\/p>\n
\tLead and oversee the employee relations and conflict resolution programmes and processes towards maintaining industrial harmony across the Group.
\n\tDirect and guide the conduct\/misconduct, disciplinaries and grievance processes across the Business.
\n\tProvide strategic input in consultations with organised labour and drive full compliance with recognition and collective agreements in the countries in which the Group operates.
\n\tAdvise leadership on complex employee relations issues.
\n\tDrive the collective bargaining agreement negotiation and administration across the Group.
\n\tManage and monitor the implementation of collective or sectoral agreements.
\n\tReview all disciplinary cases and statistics to ensure that company policy is adhered to and identify areas of non-compliance.
\n\tResolve escalated disciplinary and employee relations-related cases, as the final point of contact.
\n\tRepresent the relevant company where appropriate at the CCMA, at other countries labour mediation, labour court or labour inspector and where necessary brief the company attorneys accordingly.<\/p>\n
Employee Wellness Management<\/p>\n
\tIn conjunction with the Head of Communication & Culture, lead the development of an integrated wellness plan and ensure that the Business is enabled to provide an effective employee wellness service.
\n\tLead in the compilation and implementation of the employee wellness programme for the Business and monitor the effectiveness and impact of the initiatives and programmes to improve employee health and wellbeing.
\n\tDrive the implementation of policy, operating procedures, confidentiality guidelines and other mechanisms necessary to operate and evaluate the employee wellness programmes effectively.<\/p>\n
Coaching<\/p>\n
\tAdvise, coach and support the executive team on a wide range of staff leadership activities, ranging from the design, implementation and leadership of change programmes to the management of individual cases, in order to ensure that all staff are managed efficiently and effectively and in accordance with organisational practice.
\n\tSupport the leadership team in fostering a supportive culture through appropriate initiatives.
\n\tPartner with the Chief People and Culture Officer, the Business HR team and external providers to equip Business leaders with appropriate tools and knowledge to effectively manage their teams in alignment with their short-term and long-term organisational plans.<\/p>\n
Remuneration Management<\/p>\n
\tDevelop, implement and maintain remuneration and payroll policies, systems, tools and templates that incorporate market research and best practices to guide managers through remuneration decisions.
\n\tIdentify, propose and implement total reward solutions to influence employee behaviour, to attract and retain talent and to improve Business performance in a cost-effective manner.
\n\tRegularly consult with internal business executives to assess benefits, remuneration and compliance needs.
\n\tDevise, maintain and monitor fair and equitable pay rates across the Business.
\n\tLead and manage the year-end pay and benefits review and bonus payment cycle.
\n\tManage service level agreements with benefits service providers.
\n\tResearch and make recommendations on complex retirement, medical and insurance plans.
\n\tDrive the preparation of remuneration and benefits budgets.
\n\tDrive adherence with payroll procedures
\n\tConduct monthly cost analyses of the organisational structure and drive initiatives to manage and control staff-related costs across the Group.<\/p>\n
Back Office Management<\/p>\n
\tEstablish and maintain an effective back office to drive human resource administration and to address related employee queries.
\n\tManage an effective document management system to ensure that employee information is accurately recorded.
\n\tManage and monitor the execution of human resource administration support workflows (including appointments finalisation, service exit administration, benefits administration, record updates and maintenance, leave, injuries on duty, long service rewards, allowances and deductions).
\n\tOptimise HR modules in Sage 300<\/p>\n
Information and Data Management<\/p>\n
\tConsolidate data from all systems impacting on human resources and remuneration to analyse human resource-related data and identify trends and anomalies.
\n\tShare and report relevant management information with operational and executive management teams to enable reliable business decision-making.
\n\tEnsure relevant information is available on the Group SharePoint and where necessary work in conjunction with IT to design new solutions.
\n\tOversee and assure the data integrity of human resource management systems.
\n\tOversee and assure the integrity of remuneration and job grading data and information across the Business.<\/p>\n
Financial and Asset Management<\/p>\n
\tFormulate and manage the HR budget.
\n\tMeet budgetary targets.
\n\tManage fixed and operational assets ensuring they are utilised optimally.<\/p>\n
People Leadership<\/p>\n
\tBuild the team\u2019s culture, capability, capacity and engagement and lead the HR team towards meeting strategy and targets through regular communication and utilisation of the full organisational talent management tool set.
\n\tManage and deliver on executive succession plans to enable the development of a future generation of leaders and ensure optimal turnover and retention levels are maintained.
\n\tChampion learning and development of the HR team utilising available learning opportunities or contributing to the development of new learning solutions in collaboration with internal and external learning specialists.
\n\tManage overall employee relations climate within the HR team and ensure corrective action is taken where required in line with relevant legislation and company policy.
\n\tStrengthen the team\u2019s connection with work, colleagues and the Business so that they experience a sense of purpose and meaning, making a greater contribution to organisational performance and serving as advocates for the Business.
\n\tIdentify organisational and individual capability requirements and align strategy, people and processes to optimise effectiveness and achieve organisational goals and transformation.
\n\tEffectively manage conflicts and disputes as well as diffuse tensions amongst various stakeholders in the Business.<\/p>\n
Effective Teamwork and Self-Management<\/p>\n
\tTake ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
\n\tFollow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
\n\tInform relevant parties in the event of tasks or deadlines not met, the potential risks thereof and provide appropriate resolution.
\n\tManage colleagues\u2019 expectations and communicate appropriately.
\n\tDemonstrate willingness to help others and \u201cgo the extra mile\u201d to meet team targets and objectives.<\/p>\n
Qualification and Experience<\/p>\n
\tBCom ideally commercial\/finance management with HR
\n\tIdeally operations experience having moved into HR
\n\tAt least 15 years\u2019 experience of which 8 must be at a senior management\/leadership level
\n\tExtensive experience with managing IR and HR-legal matters \u2013 representing the Company in arbitration and collective bargaining and directing legal challenges
\n\tPan African experience and understanding
\n\tGeneralist capability at a senior management level
\n\tOrganisational design experience (grading, profiling, organogram design, total rewards models)
\n\tWilling to travel to sites regularly
\n\t\u00a0<\/p>\n
go to method of application \u00bb<\/p>\n
Apply via company website ( ) or<\/p>\n
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