Job Description

Job Purpose
Responsible for the day to day management of human resources activities in the operations and the effective and efficient integration and delivery of human resources
initiatives and projects at a business unit level including the team management of Human Resources Consultants and officers; management of the HR Information Management
System and data integrity; governance, project and change management & reporting of HR operational practices in line with policies and procedures across the complex,
consultation and advice to line on people management policies and practices; and performance consulting.
Key Performance Areas
HR Operational Management

• Partner with business unit operations to facilitate the shortlisting and interviewing process for all management positions.
• Partners with HR Specialists to manage the recruitment and assessment processes; including advertising, reference checking, vetting; appointments
• Ensure that relevant documentation is provided to various stakeholders for recording purposes
• Facilitate the relocation and onboarding of employees onto the complex; and ensure the process of departmental onboarding takes place, in collaboration with Learning & Development
• Provide an onboarding and employment experience for employees in line with EVP to promote SI as the Best Company to work for.
• Participate and assist operators with talent and career processes
• Troubleshoot queries and employee relations issues being experienced within the operations
• Proactively feels the pulse of the Business unit and actively engages with operational teams on changes taking place
• Provide feedback to HR Management on feelings on the floor

Performance Consulting

• Facilitate the performance management process, and assist operators with any challenges

or concerns they may have from a process perspective * Tracks and analyses performance results across the complex and support business
operations to identify individual opportunities and performance gaps. * Where trends are identified conduct analyses (including observations / interviews) to
investigate issues being experienced in the operations, diagnose and identify the route
cause of the issue. * Make recommendations to improve the performance

• In collaboration with the COE, facilitate learning solutions relevant to identified gaps
• Be a change agent and communicate on change plans within area of responsibility.

HR Governance & Counsel

• Develop and update standard operating procedures for HR Processes
• Communicate and update HR operating team on standards to be achieved
• Audit standards across the complex on a regular basis
• Highlight areas of concern and collaborate with HR Consultant to find a solution for

improved excellence in HR practices and service standards * Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International;
HR Project Planning & Implementation

• Determine the objectives, measures and benefits for the operational implementation of HR

projects * Create a detailed work plan and schedule which identifies and sequences the activities
needed to successfully complete the project including the allocation of resources * Review the work plan and schedule with senior management and all other staff that will be
affected by the project activities; revise the schedule as required * Manage the execution of a project by making key decisions, exercising overall control,
assigning and co-ordinating business and HR resources, and placing formal requirements on
authorising and accepting work, delivering and accepting work products as defined in the
project plan. * Co-ordinate and manage the HR operations team and provide guidance on a functional level
to ensure delivery to objectives * Monitor and control solution delivery and the complexs performance against plan
throughout the project life cycle * Prepare reports on the progress on the implementation plan

• Set up electronic files to ensure that all information is appropriately documented and

secured * Monitor and approve all budgeted project expenditures

• Trouble shoot and support the HR consultants and HR officers by providing insights on the

operationalization of HR initiatives and opportunities that may impact the business * Drives organisational norms and values, and integrates the culture into Employees ways of
working
People Management (HR Department)

• Manage staff conditions of employment, e.g. attendance, absenteeism, leave, adherence

to policies and procedures * Manage productivities and payroll costs for the outlet

• Identification of employee training needs
• Perform on the job training and coaching to close developmental gaps and build

succession for a talent pipeline within the outlet * Manage employee relations within the department

• Staff communication and motivation
• Performance contracting, reviews and development
• Provides resources and removes obstacles to performance
• Recruit and resource for talent for positions within the department
• Onboarding of new staff members

Stakeholder Engagement

• Acts as coach and trusted business advisor to influence Functional Managers / Hotel Managers in the areas of HR Policy, organization effectiveness, leading change,

organization architecture, building capability, employee relations and the implications of decisions from an HR perspective. * Initiates and sustains continuous dialogue with the Operational teams on change issues,
and partners in exploring options for resolving the issues. * Maintain relationships with key stakeholders (including management, payroll, Group COE,
staff and HR colleagues) by promptly resolving escalated queries; * Attend various industry conferences in order to stay informed of best practices and
industry trends; * Monitor and manage staff, service providers and other stakeholder expectations in order
to build long term relationships and employee engagement * Manage relationship with vendors/suppliers through regular engagements to ensure
performance objectives are achieved * Build trusted and respected relationships with internal stakeholders, and be a sound and
credible counsel for HR and operating teams
Employee Wellness

• Be the Business Unit contact for Wellness and oversee the implementation of the

employee wellness program * Co-ordinate a Unit Wellness Calendar

• Co-ordinate health & wellness education / awareness e.g. monthly communication

newsletters; wellness events; guest speakers, etc. * Works with internal and external stakeholders to identify wellness risk areas and address
these through potential new programs or solutions. * Conduct the planning and implementation of annual onsite wellness events and screening
assessments. * Analyse reports and escalate health / wellness issues / trends identified within the unit

• Manage expenses within an agreed budget and cost allocation structure.

Technical / proficiency competencies

• Interviewing Skills
• Employee Relations Processes
• Labour legislation
• Functional HR knowledge including recruitment, learning & development; performance management; talent management; workforce planning
• Change Management
• Remuneration & benefits
• Business Acumen
• Project Management
• Proficiency in MS Office; Peoplesoft
• Financial Acumen
• Communication skills (Verbal and Written)
• Personal Credibility & integrity

Core behavioural competencies

• Planning
• Decision-making
• Evaluating & Developing HR competence
• Influencing
• Results orientation
• Developing relationships
• Innovation & continuous Improvement
• Service orientation
• Analytical thinking & Conceptual ability
• Managing risk
• Motivating others

Education

• B.Degree in Human Resources Management (HRM) or an equivalent qualification

Experience

• Minimum 5 years experience as an HR generalist including 3 years experience as an HR Consultant
• Work on-site; hours in line with operational requirements. This may include weekends and public holidays

Equity
Preference will be given to employees from the designated groups in line with the provisions of the Employment
Equity Act, No. 55 of 1998, SISA internal recruitment policy as well as units employment equity plans
POPI Statement
Please note that when applying for any position, reference checks will be completed and personal information as defined in the Protection of Personal Information Act 4 of 2013 will be processed. In applying for this position, applicants will be deemed to have consented to such processing as defined in the included Privacy Statement. Please also note that if you have not been contacted within 1 month after the closing date of this advertisement, please accept that your application has been unsuccessful