Human Resources and Development Manager - City Of Johannesburg Metro Verfied

Salary Negotiable City Of Johannesburg Metro, Gauteng City Of Johannesburg Metro, Gauteng more than 14 days ago 29-01-2019 12:44:01 PM
26-03-2019 12:44:01 PM
HUMAN RESOURCES AND DEVELOPMENT MANAGER (HRD)
(2 YEARS FIXED-TERM CONTRACT)

Job Purpose
The Human Resources Development Manager (HRD) initiates and leads HRD policies, standard operating procedures, practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
The main purpose of the job is to lead and manage HRD and the functions thereof, which include recruitment, industrial relations, training and development of employees, performance contracting and appraisals, employee counselling, and organisational development.

Key Responsibilities:
Human Resources Department
• Develop and administer policies, programs, standard operating procedures, and guidelines to help align the workforce with the vision of the
organization.
• Develop departmental goals, objectives, operational plans, reporting and systems.
• Establish departmental measurements that support the accomplishment of the organization's vision.
• Develop departmental budget and ensure effective, efficient and economic expenditure that includes tracking.


Human Resource Information Systems
• Manage the development and maintenance of the Human Resources sections of both the Internet and Intranet, particularly recruitment,
culture, and company information.
• Maintain accurate employee-related databases.
• Prepare and analyse reports that are necessary to carry out the functions of the department and company.
• Prepare periodic reports for management, as necessary or when requested.
• Fully utilizes different Human Resources software to the company's advantage.
• Contribute positively in the search for a seamless end-to-end system for the organization.

Training and Development
• Implement effectively and accurately the performance management and development system that includes performance development plans
(PDPs) and employee development programs.
• Establish an in-house employee training system that addresses the company's training needs including performance assessment, new
employee orientation or on-boarding system, management development, production cross-training, measurement of training impact.
• Guide managers with the selection and contracting of external training programs and consultants.
• Provide necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and
standardized reports.
• Develop and monitor the spending of the corporate training budget.
• Maintain employee training records.
• Implement an effective, fair and transparent bursary scheme for all employees within the organization.

Employment
• Manage the recruitment process for employees and interns using the standard recruiting and hiring practices and procedures necessary to
recruit and hire a superior workforce.
• Conduct the recruiting planning meetings when needed staff is identified.
• Review resumes for all candidates and interview candidate for employment.
• Ensure people recruited will contribute to the vision of the organization regardless of the department where they are hired.
• Serve on employee selection committees or meetings.

Employee Relations
• Develop Human Resources policies for the company with regard to employee relations.
• Partner with management to communicate Human Resources policies, procedures, programs, and Labour laws.
• Make recommendations on employee relations practices necessary to establish a positive employer-employee relationship and promote a
high level of employee morale and motivation.
• Participates in the conduct of investigations when employee complaints or concerns are brought forth.
• Advise managers and supervisors about the steps in the progressive discipline system of the company.
• Counsels managers on employment issues.
• Assists with the implementation of company Health and Safety programs.
• Tracks and posts OSHA-required data and files reports.

Compensation
• Monitor the company’s wage and salary structure and the variable pay systems within the company including bonuses and raises.
• Provide competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain
superior staff.
• Provide payroll processing backup support. Partners with accounting and payroll to maintain the payroll database.
• Conducts one salary survey per year.

Benefits
• Provides day-to-day benefits administration services.
• Assist employees with any claim issues.
• Develops and schedules benefits orientations and other benefits training.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Labour Relations
• Facilitate all Labour Relations related matters including disciplinary and grievance matters and the application of the organisation’s staff
policies and ensure compliance with policy and legislation in these matters.
• Liaise with the recognised Union on matters of Collective Bargaining or any other matter that might have an effect on the employees’
conditions of service, rights and mutual interest.
• Represent the Organisation at the CCMA on matters that have been referred for resolution.
• Represent and/or facilitate the bilateral meetings between the Organisation and the Union for the discussion of matters as contained in the
Collective agreement.
• Review and draft policies that are relevant to the working relationship between the Organisation and its employees.
• Review and draft the Collective Agreement between the Organisation and the Union annually or when the need arises
• Develop and draft templates that are relevant to Labour Relations i.e. disciplinary forms, return to work interview form and counselling
letters for sick absence.

Statutory requirements
• Complies with all existing governmental, labour relations and legal requirements including Employment Equity Plan, Skills development Act,
Stats SA, BCEA, Occupational Safety and Health Safety and etc., and so forth.
• Maintains minimal company exposure to lawsuits.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and
regulations.

Organization Development
• Ensure that a company-wide process of organization development that addresses issues such as succession planning, superior workforce
development, key employee retention, organization design, and change management.
• Have oversight of employee communication and feedback through such avenues as company meetings, suggestion programs, employee
satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Monitor the organization's culture so that it supports the attainment of the company's vision and promotes employee satisfaction.
• Organise company-wide committees including the wellness, training, and culture committees.

Minimum requirements:
Education and Experience
• Bachelor's degree in Human Resources Development or equivalent.
• Master’s degree in Human Resources Development is preferred.
• 5 years’ experience in Human Resources Management, particularly in a non-profit environment
• 5 to 10 years of progressive leadership and management experience in all areas of Human Resources Development identified above.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety,
training, and preventive labor relations, preferred.
• Experience in working in a unionized environment.
• Experience in managing recruitment, training and HR policy development.
• Involvement in submission of skills and equity reports to the relevant bodies.
• Required competencies (applied skills, knowledge and attributes)
• Highly professional individual of high morals and ethics.
• General knowledge of all employment laws and practices.
• Experience in the administration of benefits and compensation programs and other Human Resources programs.
• Excellent computer skills in Microsoft Windows software must include Excel and demonstrated skills in database management and record
keeping.
• Thorough knowledge of HRD people’s software.
• Excellent industrial relations skills, must have dealt with Unions and CCMA.
• Knowledge of dealing with Sector Education Training Authorities (SETAs), Quality Council for Trades and Occupations (QCTO), South
African Qualifications Authority (SAQA), and Council for Higher Education (CHE), amongst others, for training and development purposes.
• Effective oral and written communication.
• Excellent interpersonal and coaching skills.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.
• Knowledge of VIP People System