Description:
Overall Job Purpose:
• Manage the Human Resource (HR) function in the Company by providing the full spectrum of HR services based on effective HR partnerships with the Company business leaders and provide strategic advice and knowledge on all HR matters.
• Proactively execute the HR strategy as approved by the Remuneration Committee.
• Manage the delivery of all HR activities, including performance management, recruitment, retention strategies, compensation and benefits, talent management, change management, learning and development, employee relations, HR risk and compliance, succession planning, HR administration and payroll.
Key Stakeholder Management and Interaction:
• Internal: Company Executive Office (ExO), Remuneration Committee (RemCo), Company Executive Committee (ExCo), Company functional areas.
• External: Government Departments/institutions (e.g.: Dept of Labour, SARS, BankSeta); External service providers e.g. Sage, Recruitment agencies, Consultancy firms, Company Members.
Core Accountabilities:
Core Accountability 1 - HR Strategy and Plan
• Partner with Business and relevant stakeholder to roll out and implement the Company HR strategy and identify opportunities to further meet Company HR needs.
• Translate Company’s strategy into a People strategy, plan and initiatives, detailing interventions/ HR delivery areas, timelines, target audiences.
• Ensure alignment of all HR activities with the business and operational goals of the Company, by staying abreast of changes in business processes in order to prepare/absorb the impact of changes.
• Actively consult and be a business partner within the organisation.
Core Accountability 2 - HR policies, interventions, processes and practices
Implement and maintain world-class HR strategies, policies, processes and practices, drawing from those applied by member organisations, and the broader financial services sector including:
• Drive Talent Management activities including but not limited to talent acquisition, comprehensive talent reviews, workforce planning, on/off-boarding, performance management, training and development as well as succession planning.
• Develop and maintain a core competency framework for organisational functions and roles.
• Ensure all relevant HR policies are developed, updated as per approved timelines and implemented.
• Manage the organisation wide development, which may include but is not limited to employee engagement, driving culture and values initiatives, tailor-made organisation development interventions to support organisational transformation.
• Be a coach and trusted advisor on all HR-related matters.
• Manage the organisation design and structuring including functional design, role profiling and job evaluation.
• Develop a comprehensive remuneration strategy, which