Signa Group
Vacancy Reference No:
GHRM001
Location:
Head Office (Randburg)
Start Date
01.07.2018 (Preferably immediately)

MAIN JOB PURPOSE
Signa Group Shared Service is seeking an experienced Group HR Manager with a proven track record of development, planning, directing and coordinating of HR activities to maximise the strategic use of human resources. The incumbent will be responsible for managing the Shared Service HR team and ensure the HR deliverables are in support of the Group’s strategic objectives.
QUALIFICATIONS & EXPERIENCE
1. Degree in Human Resources Management/ Labour Relations/ Organisational Development
2. Or an equivalent combination of education, training, and experience.
3. A minimum 10 - 15 years’ experience in HR
4. Management experience operating at a strategic level in HRM (at least 8 years).
5. Experience in executing the HR strategy in alignment with the Company’s strategies.

PREFERRED COMPETENCIES & SKILLS
1. Ability to embrace the ethos of the Company and maintain a high level of confidentiality and ethics.
2. A business-minded and commercially astute HR Business Partner.
3. A hands-on implementer able to take ownership of the HR Strategy.
4. Experienced as an HR Business Partner with the ability to advise leadership, line and subsidiary companies on best practice HR Strategy.
5. Strong communicator across all levels with the ability to present confidently at EXCO and Board Level.
6. Experience working on Human Resource Information Systems (HRIS) such as Sage VIP, SAP, S-cubed.
7. Knowledge of the Employment Equity Act, Skills Development Act, Labour Relations Act, Basic Conditions of Employment Act and all other applicable legislation.
8. Knowledge of SETA landscape and National Human Resource Strategy.
9. Dealing with multiple Organised Labour Unions or Central Bargaining Structures.
10. Solid experience in grievance, disciplinary and performance handling
11. Technical knowledge associated with site operational requirements from an HC perspective
12. Experience developing and implementing HR policies, procedures and standards.
13. Experience in developing and managing a Performance Management Infrastructure.
14. Strong analytical, organisational and time management skills.
15. Detail oriented and sensitive to confidential information.
16. Have the presence and profile to gain credibility and respect across the organisation as well as external stakeholders.

17. Possess the interpersonal and networking capabilities to build effective working relationships within a multi-stakeholder environment.
18. Good judgement and decision-making skills.
19. Energetic, passionate, drive and will to follow through with tasks and see them to completion.
20. Possess a valid driver’s licence and have own transport

BEHAVIOURAL COMPETENCIES
1. Influencing and negotiation skills
2. Excellent communicator internal and external
3. Ability to meet conflicting deadlines
4. Be flexible and able to work in an ever changing, pressurised environment
5. Confidentiality and professionalism
6. Collaborative

KEY PERFORMANCE AREAS
KEY ACCOUNTABILITY 1: HRM Strategy
1. Ensure and manage the development of the HR Plan, alignment with the strategic objectives as well as drive the implementation thereof.
2. Engage and leverage HR Management Service Delivery model in support of the HR Management objectives.
3. Motivate for and manage budget and resources to deliver on strategic and operational projects
KEY ACCOUNTABILITY 2: HRM Governance
1. Develop and oversee the implementation of the HR policies, processes and standards.
2. Ensure the consistent application of HR Policies and processes in order to minimise risk for the Company.
3. Ensure that all HR activities and HR advice comply with the relevant labour legislation and company policies.
4. Monitor employee and management practices and precedents in light of fairness and consistency.
KEY ACCOUNTABILITY 3: HRM Administration
1. Manage and monitor the effective administration of employment conditions to all employees.
2. Draft Employment Contracts, Job Descriptions and Personal Development Plans for all employees with the input of the line managers.
3. Ensure that attendance register audits are performed on a regular basis and compared to leave and overtime records.
4. Prepare relevant human capital correspondence, memorandums and reports.
5. Update the company’s organogram on a regular basis.
KEY ACCOUNTABILITY 4: Compensation & Benefits
1. Verify and process payroll inputs from business units
2. Load new employees onto payroll management system
3. Administer new entrant benefit forms and submit to service providers
4. Submit benefit claim forms to the service providers
DIRECTORS MJ Chabant | J Appelgryn | T Hlabangana | REG Nr 2004/028804/07 | VAT Nr (***)-***-****
T (***)-***-**** | F (***)-***-**** | E ****@*****.***
ADDRESS 295 Kent Avenue, Ferndale, Randburg
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5. Manage the leave control processes via HRIS
6. Implement changes on payroll management system as per business unit managers instructions
7. Implement incentives as per management instructions
8. Manager users on ESS and provide login details and access as and when required
KEY ACCOUNTABILITY 5: Recruitment & Selection
1. Manage the recruitment and selection process and ensure candidates fit the role and company culture.
2. Design Job Descriptions for each available position.
3. Prepare and compile advertisements for positions available.
4. Manage the pre-screening Curriculum Vitae (CV) processes.
5. Keep record of all advertisement placed with relevant reference numbers, dates, applicant names and reason for rejections or acceptance
6. Develop pre-employment screening, competency and Psychometric assessments.
7. Ensure that interviewers are appropriately trained in competency based interviewing techniques
KEY ACCOUNTABILITY 6: Performance Management
1. Provide visible leadership and guidance in the management of the Performance Management process.
2. Ensure Integration between Performance Management, Succession planning, Skills Development.
3. Educate line managers and employees regarding Performance Management process.
4. Monitor successful implementation of the Performance Management process and ensure performance reviews are conducted timeously.
5. Ensure that employee Performance reviews are conducted in accordance to their job objectives as recorded in their Job Descriptions and Individual Development Plans.
6. Facilitate performance management consultations between management and employees.
7. Assist line management to identify poor performers and facilitate appropriate interventions to improve productivity.
8. Identify performance gaps and monitor the implementation of Individual Development Plans within the Company.
9. Identify and resolve Industrial/ Employee Relations implications of Performance Management and advise management accordingly.
10. Advises management on best practices with managing Poor Performance within this process.
11. Ensure Performance Management documentation is completed and processed accordingly.
12. Compile and submit Performance Management reports to executive Management.
KEY ACCOUNTABILITY 7: Training and Development
1. Compile the annual Workplace Skills Plan (WSP) and ensure that it is aligned with the Training and Development Policies and the applicable legislations.
2. Identify training, skills, competency needs within the Company.
3. Assist line managers with the compilation of the skills matrix.
4. Direct and manage training and skills development to achieve the organisational strategic goals.
DIRECTORS MJ Chabant | J Appelgryn | T Hlabangana | REG Nr 2004/028804/07 | VAT Nr (***)-***-****
T (***)-***-**** | F (***)-***-**** | E ****@*****.***
ADDRESS 295 Kent Avenue, Ferndale, Randburg
4
5. Compile and submit WSP and Annual Training Report (ATR) to the SETA by the required deadline.
6. Measure and track targets related to WSP and ATR and recommend remedial action.
7. Ensure timeous periodic reporting on WSP and ATR and ensure compliance.
8. Manage talent database by recruiting learners on an annual basis.
9. Develop, implement and facilitate onboarding/ induction training with new employees.
10. Ensure that all the necessary training documentation is completed, processed and archived accordingly.
11. Arrange and facilitate in-house training.
12. Liaise with training vendor/ service providers regarding training services.
13. Contribute to the business’ B-BBEE verification processes as required
KEY ACCOUNTABILITY 8: Employee Engagement
1. Facilitate engagement between line management and employees and serve as a mediator.
2. Ensure that employee engagement recommends appropriate interventions and actions to addresses employee concerns and challenges.
3. Provide advice and support on all HRM related matters in order to enhance team performance, morale, productivity, culture, diversity and promote sound industrial relations.
4. Facilitate surveys that monitor employee engagement
KEY ACCOUNTABILITY 9: Industrial/ Employee Relations Management
1. Assist the IR Consultant in effectively managing Industrial/Employee Relations activities to support business continuity.
2. Develop, implement and manage Disciplinary policies and processes.
3. Conduct training with employees on Disciplinary policies and processes and ensure awareness on the relevant labour legislation.
4. Consult and advise management and staff on industrial/ employee relations issues.
5. Compiling monthly, quarterly and annual employee relations reports.
6. Ensure the protection and confidentiality of information gathered during investigations.
7. Managing the coordination of proper scheduling of all cases and ensure availability and attendance of all stakeholders
8. Ensuring proper and accurate record keeping mechanisms of all disciplinary and dispute processes.
9. Monitors the proceedings of disciplinary processes in order to maintain procedural and substantive fairness.
10. Facilitates the resolution of labour relations queries through consultation and guidance.
11. Ensures a harmonious Industrial/ Employee Relations environment through consistent and fair application of policies and procedures.
12. Ensure that the Company complies with labour legislation and Disciplinary policies and processes, thereby reducing exposure to IR risk.
13. Provide guidance and advice to management and employees, in terms of disciplinary enquiries, performance counselling’s and grievance handling.
14. Conduct counselling discussions, appeals and reviews.
15. Consult and negotiate with unions and facilitate meetings between employees, representatives and Management.
DIRECTORS MJ Chabant | J Appelgryn | T Hlabangana | REG Nr 2004/028804/07 | VAT Nr (***)-***-****
T (***)-***-**** | F (***)-***-**** | E ****@*****.***
ADDRESS 295 Kent Avenue, Ferndale, Randburg
5
KEY ACCOUNTABILITY 10: Employment Equity
1. Prepare an annual Employment Equity (EE) Plan and submit to executive management for approval.
2. Submit the EE Plan within specified timeframes to the Labour Department.
3. Identify EE requirements and advise on status of compliance to targets.
4. Measure and track targets related to EE/BBBEE and recommend remedial action.
5. Ensure timeous periodic reporting on EE and ensure compliance.
6. Ensure the company’s employment practices are in line with the EE Act.
7. Establish and EE & Training committee and facilitate the EE forum.
8. Contribute to the business’ B-BBEE annual verification processes as required
KEY ACCOUNTABILITY 11: Organisational Development
1. Ensure commitment to company mission, values and culture.
2. Anticipate change and manage the process.
3. Sourcing and designing change solutions for the Company.
4. Ensure visibility and sustainability of change process.
5. Identifying potential organisation design improvement opportunities considering the HC strategy and stakeholder requirements.
6. Oversees organisational development projects and ensure effective implementation
7. Identify potential risks and anticipated points of resistance, and develop specific plans to mitigate or address the concerns with diplomacy and professionalism including implementation of culture charter.
8. Co-ordinates the development of succession plans and requirements within the Company.
9. Ensures that succession plans are aligned with talent management initiatives.
10. Assists management with the identification of suitable candidates within the Company.
11. Develop and implement employee retention initiatives.
12. Provide strategic input to the Company’s retention plans.
13. Monitors the progress and effectiveness of retention initiatives and advise management accordingly.
14. Contribute to culture building and/or initiate relevant associated campaign

BACKGROUND
The HRM will perform their work in an office and site environment. They will be required to travel between HO and the business units on a regular basis. The HRM shall be required to work odd or long hours at a time to complete special requests or projects. Serve a number of people and projects at one time, and will be interrupted frequently to meet the needs and requests of employees. The HRM may find the environment to be busy, noisy and will need excellent organisational, time and stress and relationship management skills to complete the required tasks.