Pretoria: Head of Department: Human Resource Value Creation   Division: Chief Human Capital Office

Key responsibilities: The successful incumbent will be responsible for: * Strategic HR Agenda: – Provide leadership in determining a strategic and customer-driven HR agenda * Strategic HR Value-Creation Plan: – Compile a strategic HR value-creation plan and communicate it to customers (i.e., Executive Committee Members, Heads of Department, the broader public entity community, etc.) and HR staff. The strategic HR value-creation plan should demonstrate how the HR department will: [a] improve the quality of HR services; [b] improve the effectiveness and efficiency of HR services; [c] customize leading HR practices (benchmarked against some of the best-in-class organisations in the energy regulation “sector”) and apply them where it is relevant; and [d] continually measure the impact of its service offering in order to ensure that they are delivering the desired value * Strategic HR Value-Creation Plan Execution: – Oversee the successful execution of the HR Value-Creation Plan * People and Performance Management : – Manage the performance of staff (particularly direct reports) by setting them clear performance objectives; coaching and/or mentoring them at all times; motivating them to achieve their goals; providing them with regular performance feedback; creating opportunities for them to grow; and supporting their development through formal and informal training and development initiatives * Work Environment : – Create and sustain a working environment that engenders trust; promotes collaboration and teaming; empowers staff; and encourages innovation/creativity * Stakeholder Management: – Nurture and maintain strong relationships with various internal and external stakeholders. Internal stakeholders include the Board (i.e., the Regulator), the Human Resources and Remuneration Committee (HRRC), the Executive Committee, NEHAWU, and the public entity staff. External stakeholders could include institutions of higher learning, research agencies, sector relevant organisations, international bodies operating in the energy regulation field, etc. * Monitoring, Evaluation and Reporting: – Monitor, evaluate and report on HR Value-Creation performance indicators (as agreed with various stakeholders). Various reports on talent management, employee relations, recruitment and selection, training and development, performance management, etc. must be compiled and presented to the Executive Committee (monthly) and the HRRC (quarterly). CLOSING DATE FOR SUBMISSION OF CVs: 02 MARCH 2026 The employment decision shall be informed by the Employment Equity Plan of the organisation. Appointments will be subject to positive pre-employment checks, technical written assessment, psychometric assessment and security clearance. It is the applicants responsibility to have foreign qualifications evaluated by the South African Qualifications Authority (SAQA) and to provide proof of such evaluation. Persons with disabilities are encouraged to apply. Communication will be limited to shortlisted candidates only. If you do not hear back within three months of the closing date, please accept that your application was unsuccessful