HR Head South Africa
Job Overview

Work with a global manufacturing company that caters not just domestic but international clients and grab an exciting opportunity to create high business impact, driving business value for the organisation.

As a HR Head SA, you will oversee, provide direction & regularly monitor the HR, IR, and Medical and Health activities for the employees of the organisation.


What you will do:
Strategy
? Supporting the top leadership in developing an HR IR Strategy in alignment with the overall organization Vision and Business Plan
? Identifying & planning the key requirements in terms of HR systems & processes, Policies, activities to be conducted within a timeframe & required resources to implement the HR IR Strategy
? Creating an action plan to focus on key aspects of plant HR- employee engagement, training and development, health and safety including Food & Manufacturing services and working culture
? Cascading all action plans to the concerned department and individuals
? Build & maintain effective business relationships with all key stakeholders by initiating and maintaining regular interactions.
? Manage and control the accuracy & integrity of HR data for the organisation & ensure HR governance practices are adhered to.
? Oversee the implementation of HR metrics in area of responsibility to measure the impact and successful implementation of HR solutions for the organisation.
? Analyse and consolidate relevant HR metrics for the organisation in order to provide leaders with trends and insights.
? Conduct root cause analysis of risks and create action plans to mitigate risks.
? Manage the assessment of the return on investment of HR solutions and make recommendation to enhance HR solutions and service delivery within the organisation.
? Assess the overall HR service delivery for the organisation by maintaining regular interactions with business stakeholders.

HR Operations
? Ensuring adherence to approved manpower plan for recruitment
? Driving proper systems to ensure that right talent is inducted into the organization
? Overseeing & ensuring timely completion of Performance Appraisal and ensuring timely pay-out of monthly salaries and wages.
? Driving engagement initiatives for employees and their families as per plan and monitoring grievance redressal
? Participate and contribute to a culture which builds rewarding relationships, facilitates feedback and provides exceptional client service
? Create a positive work climate and culture to energise employees, give meaning to work, minimise work disruption and maximise employee productivity.
? Demonstrate exemplary leadership behaviour, through personal involvement, commitment and dedication in support of organisational values.


Training & Development
? Building robust induction programs ensuring that the new joiners are fully aware of the company and their work
? Guiding the team in creation of the training calendar and ensuring implementation of the same
? Reviewing and refreshing the training strategy based on feedback and change in performance
? Select & recruit suitably qualified talent in line with Employment Equity principles and company values
? Drive a culture that guides & directs best practice, fostering an environment of continuous learning, improvement and cohesiveness.
? Enable a learning and growth culture whereby information regarding successes, issues, trends and ideas are actively shared between team members.
? Execute effective workforce planning practices to ensure that staffing requirements are accurately forecasted
? Identify employee growth & development needs &d schedule interventions to enable ongoing development, training and personal growth.
? Effectively manage performance within the team in order to ensure business objectives are achieved
? Encourage innovation, change agility and collaboration within the team
? Support the building of the team’s capability in order to ensure that the team is equipped to strategically partner with business and provide leading solutions.

IR & Statutory Compliance
? Providing direction & guidance to the In-charge of Industrial Relations to maintain harmonious & productive working environment
? Monitoring status of Statutory compliance at regular frequency
? Taking part & presenting management perspective in the discussions at various forums on matter pertaining to labour disputes
? Taking part in negotiations, settlements etc. as per requirement and coordinating with unions (local & central), Politicians, local bodies like district administration, labour stakeholders.
? Manage high risk & problematic financial issues in area of accountability & contribute to the development of policy.
? Identify solutions to enhance cost effectiveness and increase operational efficiency.
? Implement & manage financial risk methodologies, techniques & systems & use to monitor and report on financial activities.
? Implement and provide feedback on the effectiveness of financial policy, practice & procedures preventing illegal, unethical or improper conduct.
? Implement risk management, governance & compliance policies in own practice area, to identify and manage governance and risk exposure liability.
? Investigate reported wilful acts of non-compliance to organisation policy & practice & report on findings.

Networking
? Building strong professional relationship with key external stakeholders & Government authorities.
? Interacting with the Heads of Department to understand their key requirements & impact of HR initiatives.
? Act as trusted coach and advisor to leaders in the business on HR related issues.
? Compile & submit HR scorecards, monthly reports & other related metrics for the organisation as required.
? Partner with HR Group Exec in initiating & improving the effective delivery of HR solutions, while integrating and sharing best practices.
? Provide authoritative, expertise and advice to clients and stakeholders
? Oversee the effective and accurate management of HR administration, remuneration and employee benefits processes.
? Build and maintain relationships with clients and internal and external stakeholders
? Contribute to the process of negotiating objective and realistic service level agreements, monitor appropriateness and recommend adjustments

Change and risk management
? Analysing key HR processes and incorporate suitable & relevant leading industry practices.
? Analysing key risks to the organization with reference to legal, local community, industrial environment, safety & security and other areas
? Implementing systems for contingency management.
Managing teams
? Ensuring regular skill development of the HR, IR team
? Ensuring improvement in internal communication to build an environment of transparency and employee engagement
? Taking active interest in building a culture of harmony amongst the departments and employees.
REQUIREMENTS

Post graduate degree in Human Resources/Industrial Psychology (preferred)
7-10 years HR generalist experience within an FMCG environment
5 years management experience

You come with experience as a Generalist HR in the FMCG space with an MBA in HR from a reputed business school. You are well versed with Industrial Relations matters and Labour Laws and are also exposed to a matrix environment. You have managed teams & are extremely proactive as an individual to drive employee engagement internally. You must have excellent communication skills coupled with stakeholder management & are looking at taking up the next challenging role in your career.

COMPETENCIES REQUIRED

Business Acumen
Client/Stakeholder Commitment
Drive for Results
Leads Change and Innovation
Motivating and Inspiring Team
Strategic Thinking
Collaboration
Impact and Influence
Self-Awareness and Insight
Diversity and Inclusiveness
Growing Talent