Human Resources Manager R15 000 - R20 000

BONTLE KE BOTHO (PTY) LTD • Other • Soweto, Johannesburg, Gauteng, Gauteng, South Africa • $200 - $300 / year • 4d ago

Human Resources Manager

The Human Resources Manager contributes to the development and attainment of the business strategy by developing the People agenda and an organisational-wide Human Resources strategy that enables the achievement of the organisational strategic objectives through people.

The position embeds Talent Acquisition, Performance Management, Succession Planning, Learning & Development, Remuneration, Payroll, Employee Relations, and Employee Wellness practices as well as drives the demonstration of behaviours that align with Sopema values. This role is accountable for the delivery of all HR services within the business, supporting the entire business with end-to-end people management practice execution.

The role works closely with Managers to ensure the delivery of a positive employee experience, execution of business strategic goals, and reward and consequence management as necessary.

Duties & Responsibilities

Sets the People agenda and HR strategy for Sopema, working with the management team to align and enable departmental goals.
Translates business strategies and issues of the business and drives human resources practices and processes that will create an effective organization through an effective Operating Model, Organisation Structure, and Workforce Management Strategies.
Maintains a positive People Balance Sheet for attainment of financial sustainability in the organisation through effective oversight for each Department’s headcount, learning & development activities as well as talent de-risking.
Sets the direction for embedding effective performance management architecture and chairs Sopema Performance Management governance structures.
Drives effective decision making in the organisation through robust HR Analytics and on-time data availability.
Oversees development and deployment of programmes to promote and measure employee behaviours to embed a positive Sopema culture.
Drives a culture of innovation and excellence across the Organisation.
Defines the Employee and Employer Value Proposition for Sopema that attracts the right talent.
Sets the direction for the development and embedding of Job Family management structures.
Oversees the development and execution of talent acquisition strategies.
Oversees the Talent Management Committee that conducts annual talent reviews.
Sets the strategic direction for the development of remuneration and reward philosophy for the Organisation.
Directs development and implementation of remuneration strategies.
Sets the direction for the development of a total rewards program.
Sets the strategic direction for Learning & Development philosophy and strategies.
Provides vision and leadership to the various components of learning & development throughout the organization.
Holds departments accountable for the execution of L&D plans.
Aligns learning & development investment to Sopema strategy.
Sets the strategic direction for a positive working environment.
Provides counsel and support on staffing, classification, and compensation issues.
Sets the strategic direction for employee assistance and wellness programmes.
Accountable for resourcing the Human Resource function with capable staff.
Holds first line managers accountable for managerial work.
Accountable for the management of talent and succession pipeline.
Manages service delivery through the teams.
Oversees effective deployment of systems and tools for knowledge management.
Recognizes and rewards high performance; promotes diversity.
Leads the development and administration of the department budget.
Drives consistent and equitable administration of Sopema policies.
Drives awareness of relevant labour regulations among Sopema staff.
Accountable for delivery on skills development targets.
Oversees development of guidelines for business support and compliance.
Accountable for a clean HR audit, risk, and compliance across Sopema.
Identifies and mitigates the top 5 HR risks in the business.

Desired Experience & Qualification

Qualifications:

Matric
Diploma/Degree in Human Resources or Industrial Psychology
FAIS and RE-5 an advantage

Experience:

5 years of HR generalist experience preferably from a financial services environment
Proven record of successful management of an HR portfolio/department
Sound knowledge of the various Acts and legislative requirements
High level of communication skills (verbal & written)
Must be well organised and able to work under pressure
Business Acumen
Ability to coach and guide management & staff
Understanding of remuneration and benefits
Sound understanding and knowledge of payroll systems
Good understanding of talent management best practices
Knowledge of Employee Relations and relevant Acts
Decision making & Problem Solving Skills
Ability to build valuable relationships with stakeholders
Ability to build a conducive culture for business success
Listening and outstanding communication skills