Chief Director: Human Resources Management

Description:

Purpose of the Role

To provide strategic leadership in human resources development, performance management, talent management, job evaluation, organisational development, change management, employee wellness and labour relations in support of the business operations.



Key Performance Areas

Human Resources Strategy and Talent Management:


Develop and align HR strategy with organisation and Corporate Service strategic objectives;
Provide guidance on the implementation of the strategy;
Review and align the strategy as required by departmental, DPSA and best practice developments;
Guide on the development and implementation of the Talent Management Programme and alignment with HR practices; and
Obtain buy-in and engage stakeholders on the benefits of the programme.

Performance Management and Job Evaluation (JE):

Develop, review and implement an improved performance management system in the organisation that supports a high-performance culture aligned to business objectives;
Develop, review and implement a job evaluation system and process that supports retention in line with the objectives of the organisation and National Government;
Build adequate capacity for the job evaluation panel to effectively dealt with JE matters; and
Align the job evaluation with other related areas such as organisational development and design, career management and recruitment and selection, Labour Relations, Organisational Development (OD).

Change Management & Employee Wellness:

Facilitate the creation of a workplace environment that is conducive through a pro-active approach to labour relations;
Ensure the effective functioning of the Departmental Bargaining Chamber (DBC) and cordial relations with Organised Labour;
Provide appropriate labour relations advice and support to management and staff;
Facilitate the development and implementation of organisational development interventions which support a high-performance culture;
Develop and review the enhancement of the Change Management Framework pertaining to implementation;
Initiate awareness sessions on OD in the organisation;
Implement a strategic exit interview framework which feeds into mechanisms and processes to improve retention and other HR practices;
Develop and review the enhancement and implementation of an approved Wellness Strategy for the organisation;
Initiate awareness on wellness programmes which support the creation of a safe and enabling working environment; and
Appoint a service provider with knowledge and experience of a holistic and best practice employee wellness support programmes.

Human Resources Development (HRD):

Develop, review and facilitate a Human Resources Development Strategy in support of the attainment of the organisation’s strategic objectives;
Develop an approved and implement HRD infrastructure for organisation;
Implement HRD interventions and programmes in support of the technical and behavioural competency framework of the organisation ;and
Respond to HRD needs of the department including management and leadership development, implementation of a dual career model and graduate development.

People Management and Development:

Ensure that the Performance and Development is adequately resourced and capacitated to deliver on its mandate; Ensure that all employees have and implement developments plans in line with their developmental areas and career paths;
Create a high-performance culture which recognizes and rewards excellent performance;
Monitor and address areas of under-performance, incapacity and ill-discipline within the organisation.

Human Resources Service Delivery:

Implement a collaborative strategy with regard to service delivery in the organisation in attainment of business requirements;
Guide on the application of HR Policies and Procedures prior to implementation of any new service offering;
Develop and apply a customer- centric service delivery culture within the organisation; and
Monitor the effectiveness of service offerings and align discrepancies, accordingly.

Requirements:

Qualification/s Requirements


A Grade 12 coupled with a minimum Bachelor’s degree (equivalent to NQF level 7) in Human Resources Management and related fields;
A minimum 5 years’ experience at a senior managerial level obtained within a Human Resources Management environment;
In-depth knowledge and experience in the implementation of Talent Management Strategies;
Knowledge and exposure to Project Management;
Knowledge and experience of the broader public service framework on Human Resources Management and Development; and