Senior Manager: Human Capital, Midrand

Purpose statement:

The Senior Manager: Human Capital (HC) oversees HR performance trends and converts HR data into actionable business plans and proposals. The role ensures the delivery of comprehensive human capital services across the organization, covering the full HR value chain, while adhering to the industry’s best practices. The incumbent will align HR outputs with the work of other departments and ensure consistency with the organization's HR policies and strategy. Additionally, the incumbent is responsible for developing systems and processes that ensure the effective delivery of HR services to all stakeholders.

Roles and Responsibilities:

• Develop an Operational plan aligned with the Human Capital (HR) Divisional Strategy and CETA Mandate
• Ensure that all functions in the Unit are aligned with the developed operational plan.
• Ensure that all staff are aware of the operational plan.
• Develop set performance measurement mechanisms and ensure the implementation of these through the operational plan.
• Develop policy and procedure documents as and when required.
• Review current policies and procedures and make suggestions for changes.
• Monitor progress to ensure successful implementation of plans and achievement of targets.
• Produce relevant information reports according to requirements and timelines.
• Review all current human resources systems against business needs and customer requirements.
• Identify gaps in current systems and motivate system enhancements to support service delivery.
• Sponsor the implementation of new required systems.
• Ensure that HR systems and procedures used are competitive, legal, integrated with other organisational systems and understood by employees.
• Ensure that HRBPs continuously conduct training for line managers in HR systems and procedures.
• Set HR system standards to ensure the existence of effective Human Resources services in the CETA.
• Ensure that employee information is accurately captured by ensuring HR Business partners conduct periodic HR System audit.
• Ensure that systems are well maintained and that regular audits are performed to ensure data integrity.
• Prepare ad-hoc reports for management or other information customers
• Manage the recruitment and selection processes, this is inclusive of defining roles and responsibilities, sourcing candidates, screening resumes, conducting interviews, and assessing the administration process.
• Ensure that there is a well-developed and well-defined HR Plan for the CETA forecasting HR needs for the CETA, workforce analysis, succession planning, and trend analysis.
• Have the ability to identify learning and development opportunities for the CETA employee through education and skills enhancement to increase the productivity of the CETA, perform needs assessments, design training programmes, track performance, and create career development plans.
• Manage the organization’s performance management processes to ensure that effective feedback is provided.
• Manage the relationship between the employees and the organization, addressing concerns and fostering a positive work environment.
• Manage the HR Administration process to ensure that employee’s information is constantly up-to-date, and the information is kept in a safe environment.
• Manage the employees' benefits programmes this is inclusive of health insurance, retirement plans, and other conditions of service.
• Develop Strategies for developing and retaining talented employees within the organization.
• Manage the payroll administration process.
• Design, develop, and implement an employee wellness strategy that can assist in ensuring that the CETA employees are well taken care of.
• Ensure that the Employment Equity Act is considered across all the departments in the CETA.
• Manage the relationships and contracts with identified partners and service providers.
• Facilitate and maintain effective stakeholder and business relationships through appropriate relationship building, networking and reporting activities.
• Represent the organisation to stakeholders, associates and partners and maintain professional, effective and amicable relationships to ensure that CETA’s interests are upheld.
• Liaise on a regular basis with all third parties and ensure that business.relationships are maintained.
• Address problems that are identified in the most appropriate manner.
• Investigate problems and find suitable solutions.
• Deal with customer queries and escalated issues from the unit.
• Build and lead an effective and cohesive team through the effective management of unit resources.
• Drive the implementation of talent acquisition, succession planning, development, and retention strategies for the unit.
• Ensure the enhancement of relevant knowledge and skills through continuous coaching, mentoring and nurturing of talent in the business unit.
• Create a high-performance culture and manage team performance effectively by translating and communicating the annual performance goals and measures into individual work plans based on agreed upon objectives.
• Ensure the working environment contributes to improving employee engagement, recognition and increased productivity.
• Ensure the management of poor performance and disciplinary matters in line with the CETA’s policies and procedures.
• Ensure all business activities adhere to relevant legal, regulatory, and industry standards.
• Prepare and submit regular reports on compliance status, highlighting any potential risks or areas of non-compliance to executive management.
• Perform ongoing risk assessments to identify and evaluate internal and external risks that could impact operations.
• Work closely with the Executive Manager to implement risk controls and ensure alignment with organizational risk management goals.
• Monitor the progress of risk mitigation activities and escalate issues that require higher-level intervention.
• Manage internal audits to assess the organization’s compliance with regulatory standards and internal policies.
• Stay informed about regulatory changes and ensure that internal policies and procedures are updated promptly.
• Communicate policy updates and regulatory changes to relevant teams and ensure timely implementation
• Build and lead an effective and cohesive team through the effective management of divisional resources.
• Drive the implementation of talent acquisition, succession planning, development, and retention strategies for the division.
• Ensure the enhancement of relevant knowledge and skills through continuous coaching, mentoring and nurturing of talent in the business Division.
• Create a high-performance culture and manage team performance effectively by translating and communicating the annual performance goals and measures into individual work plans based on agreed upon objectives.
• Ensure the working environment contributes to improving employee engagement, recognition and increased productivity.
• Ensure the management of poor performance and disciplinary matters in line with the CETA’s policies and procedures

COMPETENCIES: 

1. Core Competencies: 

• Agility
• Result-Orientated
• Integrity
• Respect
• Professionalism
• Stakeholder Management

2.  Leadership Competencies:

• Accountability
• Strategic Management
• Financial Management
• People Management
• Risk and Compliance Management
• Change Management

3. Technical Competencies:

• Budget Development 
• Change Management
• Communication Skills (Verbal)
• Communication Skills (Written)
• Remuneration
• Benefits Administration 

4. Enabling Competencies:

• Resilience
• Influence
• Empathy
• Confidentiality
• Inclusivity
• Listening Skills