MAIN PURPOSE:
To manage HR administration, payroll and HR MIS for company employees and line managers across the Call Centre, Stores (South Africa, Namibia and Botswana) and Professional Services.
EXPERIENCE REQUIRED:
Previous HR experience in leading an HR Admin / People Services role (5 - 8 years)
Previous experience in implementing HR projects across the organisation
Previous experience in managing HR information systems (either directly, or through collaboration with the ICT departments)
Previous experience in managing an HR MIS function and working with HR information, trends and analytics
Previous management experience, preferably at a senior level (2 - 4 years) – ie. demonstrated experience in managing operating plans, budgets, people, etc.
QUALIFICATIONS REQUIRED:
HR Degree/Diploma, or similar
Formal project management, business analysis diploma
Previous HR experience in leading an HR Admin / People Services role (5 - 8 years)
Previous experience in implementing HR projects across the organisation
Previous experience in managing HR information systems (either directly, or through collaboration with the ICT departments)
Previous experience in managing an HR MIS function and working with HR information, trends and analytics
Previous management experience, preferably at a senior level (2 - 4 years) – ie. demonstrated experience in managing operating plans, budgets, people, etc.
KEY RESULT AREAS/OUTPUTS: (What they will be doing?)
End-to-end management and continuous improvement of HR Administration and Payroll policies, processes, practices and service levels. Ensure appropriate governance practices are in place to manage and mitigate risks (controls, self-audits and compliance (legal compliance and process compliance).

Employee life cycle administration (staff movements, new contracts, terminations, etc.)
Employee benefits administration (leave, risk benefits and company benefits for employees)
Employee training administration
Employee ER administration
Employee salary administration (increases, bonuses, letters, etc.)
Payroll (executive, staff, contractor, etc.)
Financial payments, integration, reconciliations
HR Reporting & MIS across all functional disciplines
Monthly and cyclical HR reporting for the whole organisation (management-level reporting) & specific business units to support effective decision making
Data analysis, data mining, trend analysis, data modelling and analytics to support leadership with identification and management of people-related trends.
Manage HR data quality, accuracy and integrity
Benchmarking of RCS people metrics as compared to industry (competitors and best practice companies) as well as HR services
Management of HR Information Systems for HR
Develop and maintain the technology, systems and process architecture for HR
Management of HR systems (in conjunction with ICT for enterprise systems, but individually for standalone systems). For example, VIP, Intranet, job grading tools, MIS tools, etc.

Manage the optimal use of formal HR systems in order to ensure data integrity
HR Project and Change Management
Plan, organise and deliver changes that are initiated by HR into the business and across the HR environment through the effective use of project and change management methodologies

Thought Leadership that ensures that the business is at the forefront of best practice regarding HR Administration & Payroll management. This will include:

Leadership provided to the HR team to ensure that everyone is aligned with the strategic direction
Liaise with external companies to ensure alignment with best practices
The annual operating plan for HR People Services is developed (based on the needs analysis of the HR BPs, and organisation strategic plan), communicated and executed.

A competent HR People Services team is in place, and delivering in accordance with the Operating Plan.
Team members are trained and performance is managed; including, role clarity, goal setting and performance reviews, etc.
Reviews are done periodically according to HR calendar
Expenses fall within agreed budget
POSSIBLE ASSESSMENTS REQ OUTCOME MOTIVATIONAL FIT/PERSONALITY TYPE:
N/A N/A



KEY COMPETENCIES
Ability to think creatively & innovatively within HR
Solution-orientated (uncomplicated)
Technical & functional knowledge in all areas of the HR value chain
People management skills (delegation, performance monitoring and feedback, etc.)
Ability to ‘build’ a function to greater levels of maturity; this includes the ability to work with the unknown’
Producing results through a team; value spending time with the team to set them up for success and for managing communication to external stakeholders
Communication skills – excellent verbal and written communication skills
Courage, emotional fortitude, self confidence
Influence, collaboration, productive relationships