Summary of Role:
The Head of People Development is responsible for the strategy, implementation and effective
management of all Human Resources practices and objectives within the business. These are to be conducted in such a way that provides an employee-oriented, high performance culture which
emphasises empowerment, quality, productivity and standards, as well as the recruitment, retention and continuous development of an exceptional workforce.
This is an Exco level position reporting directly to the Chief Operations Officer.

Role and Responsibilities:
The Head of People Development will develop and drive the implementation of services, policies, and ad hoc initiatives, reporting to the COO. This role oversees the People Development Coordinator who is responsible for the administration of the day-to-day operations of the human resources functions and duties.
Responsibilities of the Head of People Development will include:
Recruitment and Selection:
• Drafting and implementing the Recruitment and Selection policy, ensuring that all HoDs are
equipped to successfully advertise and recruit for vacancies. This includes assistance with job
specs and training on interview skills where needed.
• Interviewing candidates, with relevant tests if needed. This includes offering advice on potential employees and their capacity to develop within the business.
• Ownership of the recruitment process, including ensuring that unsuccessful candidates are politely regretted and employment offers are made to successful candidates in a timely manner.
• Management of the Selection Process includes the Internal Recruitment and Promotion Process, alongside the relevant HoD.
• Management of recruitment agents and recruitment websites.
Employment Equity:
• Alongside Exco and the Board of Directors, responsible for drafting and implementing a fair and successful Employment Equity policy.
• Responsible for the accurate collation and submission of the annual Employment Equity Report.
New Starters and Induction:
• Development and creation of an all-encompassing Induction course, starter pack and schedule for new starters.
• Along with the HoD, responsible for assigning an Induction Buddy and monitoring performance
within the probation period.
• Responsible for overseeing the accurate completion and submission of all new starter information (contracts and the like).
Staff Development:
• Reinforce a culture of self empowerment and self-development.
• Mediate the development discussion process, where applicable.
• Drive and educate the HoD team on the Succession Plan policy and management thereof.
• Development of tracking systems / templates and effective implementation thereof.
• Surveying internal training needs and coordinating with the relevant production pod or HoD to drive the process and assist with creation and implementation of training lessons / activities.
• Responsible for the accurate collation and submission of the Annual Training Report and Workplace Skills Plan.
Remuneration and Benefits:
• Participation in REMCO and effective management of the remuneration budget alongside the HoD's and Board of Directors.
• Effective Management of monthly salaries and / or applicable benefits, including relevant paperwork and documentation.
Performance Management:
• Management of the Performance Review policy and process.
• Mediate performance and probation reviews when needed.
• Advise on correct solutions and procedures to follow (i.e. poor performance; IR and the like), in line with relevant HR labour and employment law. This includes training and equipping HoDs in all aspects of performance management and IR.
Termination Procedures:
• Conducting or overseeing Exit Interviews for all employees who resign.
• Reporting to Exco and the Board of Directors regarding any trends or constructive feedback gained through the exit interview process. This includes offering practical advice on solutions to said feedback.
• Responsible for ensuring that the signed documents and assets (including the Termination Pack) are returned on the employee’s last day.
In addition:
• Day-to-day management and development of the People Development Coordinator.
• Active participation on the Exco team and daily leadership of the business.
• HR policy creation and successful implementation across the business.
• Drafting of relevant HR-related documentation and management thereof.
• Staff Forum participation.
• Company – employee communication.
• Employee wellness and safety.
Skills and Attributes:
• Relevant Honours or Masters degree or similar qualification.
• Proven track record of success in senior HR roles. Exposure to HR within the hospitality industry will be highly advantageous.
• Confident, driven and dynamic leader.
• Thorough understanding and knowledge of all South African labour legislation and employment law.
• Experience in dealing with government departments or institutions regarding submission of relevant reports and the like (such as ATR, WSP and EE Report).
• Demonstrated ability to think strategically, analytically and creatively with strong business acumen.
• Strong understanding of all HR processes and the ability to translate these processes into
opportunities and practical procedures.
• External perspective and entrepreneurial mindset.
• Strong ability to work on various computer-based systems (knowledge of Mac systems will be
highly advantageous).
• Sound consultative, planning, negotiation and problem-solving skills.
• Demonstrated ability to operate within budget requirements to achieve desired business results.
• Sound understanding of strategic frameworks, strategy development and implementation
processes.
• Demonstrated ability to build, lead, train and inspire an effective team. Ability to delegate and work independently as well as within a team.
• Impeccable attention to detail especially under high pressure, with the ability to meet and beat deadlines, manage budgets and demonstrate a positive and enthusiastic attitude at all times.
• Sense of humour!