Reference: CM 6915
Consultant: Christa Mostert
- Strategy: Ability to strategically assess business objectives and marry them to an overarching HR strategy ensuring elements of HR are aligned and incorporated optimally. Ensuring high levels of employee engagement and a competitive Employee Value Proposition. Ability to increase company performance through talent, learning and performance strategies.
- Managing the HR value chain: This key performance area entails critical HR processes such as recruitment and selection, onboarding, career and talent management, remuneration and compensation (inclusive of payroll management), employment relations (inclusive of reward and recognition), social responsibility, learning and development and performance management. These areas need to be managed through well-developed platforms, practices, interventions, and resources.
- Talent Management: This area covers the company’s strategy around talent, from sourcing, to selection, career path planning, succession planning, learning & development, and skills reporting. Talent pooling is critical for our client, and it is expected from the incumbent to strongly lead the business in this regard. Solid understanding of skills gap analysis and strong ability to implement and maintain sound learning principles.
- Employee Relations and Conflict Management: This area covers the entire labour relations process, inclusive of being responsible for legislation compliance across the total business, internal management of the company’s Grievance and Disciplinary Process, labour relations training, dispute handling/resolution, engagement with bargaining councils & unions and wage negotiations (at business unit level). Proven ability to problem-solve and resolve conflict.
- Performance consulting and organisation development: The role has responsibility to drive the performance management process in the company. In this regard key relationships need to be established with line management and appropriate objectives need to be contracted with operational units and head-office functional areas. The area also includes related OD activities i.e., to guide and assist operational and HQ units with performance enhancing and coaching.
- Facilitation of diversity, transformation, and sustainability: The Head of HR has ultimate responsibility for the implementation of transformation processes, to create awareness in terms of diversity, to monitor adherence to Employment Equity plans and to institute proactive and corrective steps in line with these aims. Solid understanding of the BBBEE and EE legislation and key driver of the HR-related dimensions on the Agri-scorecard.
- Operational HR risk management: Included in the performance contract of the HR Head are aspects such as the responsibility to ensure that the operational divisions in the group adhere to HR policies and procedures and that HR related costs are managed within the given policy and budget guidelines. Legislative and compliance issues are also a critical component of this key performance area.
- Effective team leadership: Given the extensive interaction between the role and line management at all levels, in addition to the responsibility to manage and guide the HR-team, substantial leadership is required from the incumbent.
- Special projects: Participation in company-wide projects that falls outside the ambit of the role, but where HR-input is required.
- Experience in HR practices, policies, and processes, both on operational and strategic level within a multi-disciplinary environment, is required (preferably gained in the broader agricultural industry i.e., primary agriculture, agro processing; food manufacturing, fruit export, or the FMCG environment).
- At least 10 – 15 years of experience is required within areas such as HR policy making, remuneration practices, recruitment, selection, performance management, IR, manpower planning, talent management, change and transformation management and diversity facilitation.
- Relevant academic qualifications preferably at post-graduate level in Human Resources Management and/or Organizational Psychology from a recognised academic institution, while a management qualification (Post-grad in Management or MBA) will strengthen the application.
- An acute understanding of regulatory and legislative requirements is required (preferably advanced knowledge of Labour Law, i.e., LRA, BCEA, EE & Skills Development Act etc).
- An affinity and ability to work with HR technology orientated systems is essential as well as knowledge and or previous experience of working with ERP-based HR modules. Agile and proactive in the digitisation of HR processes to enhance employee experience and improve service delivery.
- Project management experience.
- Payroll and fund (pension and medical) management experience.
- A high level of relationship management, partnering and networking skills.
- Effective communication skills that stretch from formal presentations to facilitation of group sessions as well as coaching and mentorship of line management in general.
- Ability to work as part of an executive team and contribute on a strategic level with business related ideas and initiatives.
- Impeccable character in terms of credibility and integrity.
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