Job Description

HR Strategy and Business Plan

Provide authoritative, specialist expertise and advice to internal and external customers based on the broader People Strategy and the implementation thereof. Build strong relationship, implement and monitor service level agreements made with internal and external stakeholders that meet or exceed clients expectations and recommend adjustments Provide inputs to the HC Strategy and business plan that facilitates achievement of the overall organisation objectives. Maintain effective business relationships with all key internal and external stakeholders by initiating and maintaining regular communication and support Provide direction and guidance to all staff and line management to ensure implementation and maintenance of sound human resources policies and practices Advise centre's in the planning and implementation of human capital goals Plan Human Capital initiatives to improve Human Capital methodologies and processes by applying best practices Monitoring the risk of human capital and make adjustments to address these gaps Build an interaction and engagement plan Set up meetings to continuously update each other on new HR developments Communicate and report on HR process in terms of projects/programs and implementation of policies Present complex HR issues and challenges with aim to resolve in the HR platform

Workforce Planning and forecasting

Support line management in forecasting and planning talent pipeline requirements in line with business strategy and workforce plans Implement strategic plan to manage Human resources for the business Facilitate strategic workforce planning to analyse regional workforce trends to anticipate future recruitment needs Provide input into the Human Capital business strategy to ensure alignment with the HR business partnering Ensure recruitment in line with employment equity and transformation strategy Track, monitor and manage the regional recruitment plan to support the achievement of the strategy

Talent Acquisition & Retention

Implement and Facilitate strategies for acquiring, developing and engaging the required capabilities for the business to yield top talent. Implementation and facilitation of the induction and on-boarding of all new appointments, within 3 months of their employ across all Departments To ensure guidance and input on business until restructures, workforce planning and succession planning Create a positive work climate and culture to energise employees and give meaning to work, minimise work disruptions, and maximise employee productivity Driving the implantation of EE, in line with the EE Plan. To ensure that exit interviews are conducted and exit trends shared with management

OD, Training & Development

Identify performance gaps to determine learning and development needs to meet business efficiency now and in the future Implement the strategic plans to ensure training and organisation development interventions achieved to increase the effectiveness of the business Implement and facilitate employee engagement in order to achieve business objectives Customise and apply change management methodology and organisational development strategies, influence and assist change initiatives in support of overall business strategy Educate and coach line management and staff and ensure maintenance of the process throughout the respective regions

Employee Relations and Change Management

Execute the implementation of change and innovation initiated by HC Use the insights gained from the change session to provide reports and measure the success gained through the implemented strategy Provide high quality workplace relations advice and services to line and interpret HR policies and employment legislation Maintain professional interaction and ensure ethical deadlines with clients at all times by constantly building customer relationships Provide professional advice and consulting service to clients Drive Change Management initiatives for the region Provide reports on initiatives against plan and progress on short term initiatives Advice and educate line management and staff on the application of HR policies and procedures to ensure the correct and consistent implementation of all HR processes and systems Implement and facilitate the Employee Relations Strategy to manage the Employee relations issues in the regions. Consult and advise line management and employees to ensure fair and transparent process is being followed CCMA representation Implementation strategies to manage the employee relations provide inputs to manage all grievances and complaints Provide advice on the appropriate action to be taken to maintain a harmonious climate within the region Advice and report line managers on resolution remedies for employee relations issues Assist the line manager to conduct the investigations in the region Advise line managers and Executives in all ER related matters/activities Develop the SAMSA Local Bargaining counsels to effectively manage union relationships Implement Employee Relations policies and frameworks

Performance Management

Provide day-to-day performance management guidance to line management (coaching, counselling, career development, disciplinary actions) provoking positive changes in the management of people and performance improvement Drive people processes (performance, development and career) to ensure that employee's level of performance and capabilities meet current and future standards and business needs Facilitate the implementation of Performance Management within the organisation Advice line managers n poor performance management In collaboration with line managers, implement performance management improvement plan

Support the development of SAMSA Employees within the region

Conduct regular skills audits in the region Identity training and development needs Provide development and career development advice Schedule staff and management on training and development interventions Monitor process with talent development plans

HR governance, Risk and Compliance

Train employees on newly approved policies Manage and advice on the translation and application of the policy Timeously communicate top-down policy and association practice to manage risk exposure Ensure compliance with all Labour legislations and all HC Policies and Procedures within the region Manage an effective filing system ensuring audit requirements are met Communicate legislative requirements impacting online management work application Develop, implement and monitor Employment Equity plans as per set targets Prepare and present consolidated EE reports on annual basis as required by the Department of Labour Assess the impact of employment legislation changes

QUALIFICATIONS

The minimum job requirements are NQF level 6 which is equivalent to the National Diploma in Human Resources or related qualifications NQF Level 7 would be an advantage.

EXPERIENCE

5 - 7 years Human Resource Generalist Experience Sound knowledge of BCEA, EE, LRA, WSP Registration with the SABPP or similar professional body would be an advantage

COMPETENCIES

Cross Sector industry exposure to HR best practices HRM methodologies and practices HR related trends, services and products HR Policies and Processes HR Systems Stakeholder management skills People management Problem solving and analytical skills Ability to solve complex technical, or operational problems and evaluate options based on relevant information, resources, knowledge and experience Following Instructions and Procedures: Follows all integrity guidelines and procedures and ensures no manipulation of policies and processes, demonstrates ethical commitment to the organisation and the role, Planning and Organising: Sets clearly defined objectives; plans activities and projects well in advance and takes account of possible changing circumstances; identifies and organises resources needed to accomplish tasks; manages time effectively; monitors performance against deadlines and milestones. Demonstrates visible commitment to the SAMSA values

CLOSING DATE: 3 October 2025



As we are committed to Employment Equity in our employment practices, it is our intention to appoint individuals with the aim of meeting our Equity objectives. Preference will be given to African Male and people living with a Disability.



Please note: SAMSA reserves the right not to make an appointment to any advertised position. No late applications will be considered. Psychometric and other assessments may be used as part of the selection process and all shortlisted candidates will be required to be available for the tests. If you have not been contacted within 1 month of the closing date as mentioned above, kindly deem your application unsuccessful deem your application unsuccessful