eThekwini: HR Executive posted by INTERNATIONAL FACILITIES SERVICES SA LTD

About the Role

As an HR Executive in eThekwini, you will be responsible for designing, leading and being accountable for the creation and operationalisation of the HR strategy for the Business. You will be a “trusted advisor” to the IFS executive team and lead organisational design processes that facilitate the growth agenda of the Business.

Key Responsibilities

• Strategy Operationalisation: Work 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. Drive end-to-end human resource management practices and systems and monitor related performance across the Business.
• Organisational Design: Lead the review of all organisational structure changes across the Business and ensure alignment to the long-term strategy and short-term Business requirements. In 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.
• Job Grading: Be the custodian of job evaluation and grading processes and systems within the Business. Coordinate and oversee job grading processes, as and when required. Evaluate positions to ensure the alignment between the Paterson system and the DRC system.
• Talent Attraction and Management: Oversee 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.
• Talent Development: Lead 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.
• Workforce Modernisation: Act as an advocate of change and modernisation in support of business and HR strategies. Lead 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.
• Diversity and Inclusivity Leadership: In conjunction with the Head of Communication & Culture, drive the process of creating a diverse and inclusive culture within the Business. Keep 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.
• Employee Relations and Wage Negotiations: Lead and oversee the employee relations and conflict resolution programmes and processes towards maintaining industrial harmony across the Group. Direct and guide the conduct/misconduct, disciplinaries and grievance processes across the Business.
• Employee Wellness Management: In 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.
• Coaching: Advise, 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.
• Remuneration Management: Develop, implement and maintain remuneration and payroll policies, systems, tools and templates that incorporate market research and best practices to guide managers through remuneration decisions.
• Back Office Management: Establish and maintain an effective back office to drive human resource administration and to address related employee queries. Manage an effective document management system to ensure that employee information is accurately recorded.
• Information and Data Management: Consolidate data from all systems impacting on human resources and remuneration to analyse human resource-related data and identify trends and anomalies.
• Financial and Asset Management: Formulate and manage the HR budget. Meet budgetary targets. Manage fixed and operational assets ensuring they are utilised optimally.
• People Leadership: Build the teams 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.

Requirements

• BCom ideally commercial/finance management with HR
• Operations experience having moved into HR
• At least 15 years experience of which 8 must be at a senior management/leadership level
• Extensive experience with managing IR and HR-legal matters representing the Company in arbitration and collective bargaining and directing legal challenges
• Pan African experience and understanding
• Generalist capability at a senior management level
• Organisational design experience (grading, profiling, organogram design, total rewards models)

Qualifications

• Formal education/certifications not specified