Job Description

Key Responsibilities:

• Interpreting, implementing, and communicating the People & Culture strategic direction to assist in integrating the people operating plan with business unit strategy.
• Create an annual People & Culture operating plan for the business unit on the stated purpose and direction of the business and People strategy.
• Work with the business unit leaders to identify key trends, shifts or issues relating to people that impact strategy delivery.
• Contribute constructively to strategic sessions and discussions, providing input from a position of business knowledge.
• Provide support to Senior Leaders on people and organisational development issues.
• Conduct organisational diagnosis and facilitate organisational design output and advise on operating model and structural design across the business with expert guidance from the Organisational Development and Effectiveness: CoE.
• Actively build relationships and networks with business leaders (including internal and external stakeholders) to gain understanding and operational impacts.
• Guiding and advising leaders on key people management principles and processes.
• Serve as a liaison between Centres of Excellence functions and business.
• Drive optimal service delivery by ensuring collaborative relationships between various functional areas within the Business Unit and People function.
• Influence line managers to champion Employment Equity initiatives and compliance in the business.
• Participate in the EE Committee and ensure compliance to the EE Act.
• Support leadership in driving and enhancing performance measures (performance targets, IDPs, etc.).
• Align necessary learning and development initiatives to business strategy and identified business outputs.
• Influence and translate the Business Unit talent management requirements.
• Validate the talent bench strength with Line for meaningful succession and capability planning.
• Partner with Senior Leaders in delivering senior appointments within their functional area/s.
• Drive change management with key business roll-out initiatives.
• Drive Employee Value Proposition by ensuring they are embedded in People & Culture practices and policies.
• Build and manage healthy and effective relationships with the workforce and Union.
• Prepare and ensure the Business Unit People & Culture budget is utilised within the allocated budget provisions.
• Collate and co-ordinate the quarterly and monthly reports to the Head: People & Culture and Managing Director of a Business Unit.
• Effectively and timeously analyse, interpret, and report on necessary HR data and information.
• Ensure data integrity of people data within the business unit.
• Continuously monitor People practices at the Business level.
• Lead by sound performance management and transformational leadership practices.
• Develop, mentor and coach People Partners to build strategic partnering capability.
• Instil a culture of accountability, agility, collaboration, and results orientation within and across teams and businesses.
• Drive a high-performance culture within the team and business unit.
• Support people partner(s) to build line manager capability to own and lead the talent agenda on how to attract, nurture, develop and retain talent.
• Support People Partners in driving learning and development initiatives to drive operational efficiencies.
• Ensure consistent application policies, procedures, and standards from CoE and implement and maintain across the business unit.
• Attend to CCMA matters where necessary.

Key Requirements:
Qualification:

• Honours Degree / Post-Graduate Qualification, NQF 8 qualification in HR-related/ industrial psychology field.

Experience:
8 - 10 Years of People & Culture (HR) generalist experience.
Min 3-5 years experience managing a team and building strategic HR capability, preferably in a research institution.
3 years proven experience in strategic planning, formulation and execution.
Demonstrable experience with HR Metrics.
Proven experience leading People & Culture function in a unionised environment
Proven track record of Organizational Development experience and ability to engage with leaders.
Experience engaging and facilitating group sessions and driving change across the business.
Knowledge:

• Sound knowledge of the LRA, BCEA, EEA and all legislation related to human resources.
• Demonstrable knowledge of HR Systems and Database.

Please call us on for more information.
NB: Should you not hear from us in 6weeks please consider your application unsuccessful.