PURPOSE OF ROLE:
To partner with hospital leadership to shape and facilitate the execution of holistic people and culture strategies that equip and empower business to achieve its objectives. The role is responsible for recruitment and selection, talent management,
performance management, learning and development, employee relations and wellness and human capital operations including payroll.

MAIN ACTIVITIES AND RESPONSIBILITIES:
The responsibilities will be varied and include the following critical performance areas:

Strategic Partnering, Teamwork and Collaboration
- Lead by example in living Organisation's values and Leadership Charter
- Partner with hospital leadership to identify their strategic people priorities and create and implement plans to achieve these objectives.
- Provide advice and guidance on HR operational issues to support the business to drive growth and mitigate risk
- Ensure the People and Culture agenda is a priority through ongoing coaching of hospital leadership and staff and that the requirements of both are balanced in a fair manner.
- Build and maintain trusted relationships, displaying abilities to present, advise, influence, facilitate and communicate at all levels. Use influence to create stakeholder buy-in to proposed solutions and prepare for anticipated change
- Encourage and facilitate a collaborative and inclusive working environment
- Manage the implementation of customised people solutions and projects in a way that enhances people practices and contributes to business success
- Shape and guide the employee journey from start to exit by providing expert advice, facilitating interventions and executing HR solutions align with best practice (encompassing for example: talent management, induction and onboarding, performance excellence, industrial relations, employee engagement and exit management)
- Create awareness and ensure alignment and implementation of Organisation’s People and Culture practices. This includes acting as an ambassador for the Organisation brand
- Continually identify and share best practice (within hospital and with peers across the Group where relevant)
- Manage outsourced partners in line with SLA requirements
- Represent hospital at relevant internal and external forums as required
Recruitment, Selection and Onboarding
- Continually engage with Hospital Manco to understand strategic resourcing needs across departments.
- Work with Hospital Manco and the central People and Culture team to lead Employee Value Proposition development and execution for the hospital.
- Ensure organisational structure and role accountabilities are correct, clear and properly aligned and that there are updated job profiles for all roles.
- Oversee recruitment and selection for all appointments.
- Work closely with Hospital Manager and Manco to drive BBBEE / Employment Equity plans and targets for the hospital.
- Manage onboarding of Manco members.
Performance Management
- Guide and implement performance management process
- Manage employee performance issues
- Provide guidance to hospital leadership on development and performance management practices
- Train and upskill managers on performance management
- Work with the People and Culture to develop / strengthen Organisation’s performance management system and tools
Employee Relations and Wellness:
- Manage the implementation of employee relations practices and take accountability for the outcome of employee relations matters
- Support Organisation’s unified culture (The Organisation Way) in ways that are consistent with the group’s vision, purpose, values and Leadership Charter.
- Liaise continually with key internal stakeholders to assess staff engagement, culture and morale and flag concerns / issues
- Identify Employee Wellness requirements and potential outsourced partners
- Work with EAP (Employee Assistance Partners) to create awareness and drive participation
- Monitor and evaluate implementation of Employee Wellness interventions
- Provide expertise and guidance on employee and industrial relations issues
- Promote harmonious and business effective relations with trade unions, other IR partners and employees generally
- With HR Operational Manager, negotiate with unions to discuss and resolve issues, bi-annual salary negotiations
- Provide support around investigations, disciplinary and grievance matters in conjunction with line managers
- Represent the Organisation at the CCMA (where required)
- Advise managers on all IR matters as well as labour law developments. Where necessary, work with HR Operational Manager and People and Culture to discuss IR issues needing urgent attention
- Analyse staff turnover and provide support and guidance where required

Talent and Succession Planning:
- Create/drive an active talent and succession strategy within the hospital and ensure, attraction and retention strategies are in place for top talent
- Ensure career pathing and succession is in place for key roles
- Continually track and assess impact of key people practices, communicate insights to relevant people and recommend/ take remedial action as required
HR Administration, Metrics and Reporting
- Manage the roll-out of the Organisation HR systems as and where required
- Coordinate payroll
- Analyse and investigate payroll costs
- Implement and analyse HR metrics in areas of responsibility to measure the impact and successful implementation of HR solutions
- Conduct root cause analysis of risks and create action plans to mitigate risks
- Assess the return on investment on People and Culture / HR solutions and make recommendations to enhance HR solutions and service delivery
- Compile and submit monthly HR reports and other related metrics as required
- Prepare and present scheduled reports (e.g. monthly HR reports), developing/ adapting reports where necessary to ensure content and recommendations are meaningful and relevant
- Coordinate and manage the hospital’s annual training plan (ATR) and WSP (Workplace Skills Plan) and ensure outcomes are achieved within the financial year
- Socialise and implement changes to HR policy

HR Governance and Risk Management:
- Drive and monitor compliance to HR policy and take remedial action where needed
- Manage adherence to good governance practices and all statutory obligations in terms of the various employment acts
- Ensure costs for services provided by external vendors are appropriate and in line with SLAs

Project and Change Management:
- Participate and/or lead projects and evaluate and report on the outcomes thereof
- Influence and drive change efforts in support of critical initiatives, with particular focus on culture and shared vision and values
- Prepare and present presentations to educate on specific projects and/or changes

Financial Efficiencies:
- Act in an ethical, transparent and morally defensible manner, including highlighting unethical practices
- Manage the HR budget, including authorisation of expenditure and implementation of financial regulations and controls
- Implement and manage financial risk methodologies, techniques and systems and apply these to monitor and report on financial activities (where relevant to the role)
- Assist with negotiating supplier terms and monitor adherence thereto
- Interrogate and manage costs of suppliers in relation to industry norms and ensure value delivery from suppliers
- Identify business and financial risks and escalate accordingly
- Identify opportunities to enhance efficiencies and reduce costs without compromising quality of service delivery
- Drive compliance with cost containment measures
- Investigate and escalate / resolve non-compliance to organisational policies and practices and report on findings

Teamwork and Collaboration:
- Lead by example in living Organisation’s values and Leadership Charter, leading by example in positioning the function as a trusted advisor and business partner
- Regular Communication and Collaboration: Foster open and regular communication channels across teams. Encourage collaboration, idea sharing, and knowledge exchange. Utilise collaboration tools and platforms to facilitate seamless communication, document sharing, and real-time collaboration, especially in distributed or remote work environments
- Establishing a Collaborative Culture: Foster a culture of teamwork and collaboration within the team and across departments
- Encourage open communication, mutual respect, and a shared sense of purpose. Promote a collaborative mindset where team members feel comfortable sharing ideas, seeking input from others, and working together towards common goals
- Cross-Functional Collaboration: Facilitate collaboration with other departments, to align objectives and maximize synergies
- Engage in regular meetings, joint planning sessions, and cross-functional projects to enhance communication, share insights, and build strong working relationships
- Encourage information sharing and collaboration to ensure the function supports the broader organizational goals.
- Team Building and Skill Development: Invest in team building activities and skill development initiatives to enhance teamwork and collaboration within the team
- Foster a supportive and inclusive work environment where team members feel valued and empowered
- Conduct team-building exercises, workshops, and training sessions to improve communication, problem-solving, and collaboration skills.
- Collaborative Decision Making: Involve team members in the decision-making process and value their input and expertise.
- Encourage participation in brainstorming sessions, problem-solving meetings, and project discussions. Create a forum for open dialogue, where diverse perspectives are considered, and consensus is reached. Implement collaborative decision making processes that ensure buy-in and ownership from team members.
- Knowledge Sharing and Continuous Improvement: Promote knowledge sharing and continuous learning within the team.
- Encourage the sharing of best practices, lessons learned, and innovative ideas. Create platforms for team members to exchange knowledge, such as internal wikis, online forums, or regular knowledge-sharing sessions. Foster a culture of continuous improvement where team members actively seek feedback, identify areas for enhancement, and collaborate on process optimisations.
Better Leaders and Managers
- Lead by example in driving Organisation’s vision, values and Leadership Charter with staff.
- Set the pace and tone for the function and ensure everyone is focused on the right priorities.
- Setting Clear Goals and Expectations: Establish clear goals and objectives for the team, aligning them with the overall organizational strategy. Communicate expectations effectively, ensuring team members understand their roles, responsibilities, and performance targets
- Performance Management: Take full responsibility for performance management of all direct reports, focusing on all aspects of talent management, performance contracting and KPI agreement, career path planning, transformation and on-the-job coaching and mentoring. Define and manage performance expectations of staff, working with them to grow their skills and confidence where needed
- Coaching and Mentorship: Provide guidance, support, and mentorship to team members, helping them develop their skills and reach their full potential. Identify individual strengths and areas for improvement and create development plans to foster growth and career advancement and encourage continuous learning and offer opportunities for professional development
- Collaboration and Team Building: Foster a collaborative and inclusive work environment that encourages teamwork and open communication. Promote cross-functional collaboration and knowledge sharing to enhance performance and problemsolving capabilities. Organize team-building activities and initiatives to build trust, boost morale, and strengthen relationships within the team
- Effective Communication: Practice open and transparent communication, ensuring that information flows freely among team members and stakeholders. Actively listen to team members' ideas, concerns, and feedback, and address them in a timely and respectful manner. Use various communication channels, such as team meetings, emails, and one-on-one conversations, to facilitate effective communication.
- Decision-making and Problem-solving: Encourage a culture of critical thinking and problem-solving within the team. Involve team members in decision-making processes, seeking their input and valuing diverse perspectives. Analyse problems objectively, gather relevant information, evaluate alternatives, and make well-informed decisions.
- Performance Recognition: Recognize and appreciate team members' contributions and achievements, fostering a positive and motivating work environment. Provide opportunities for growth and advancement based on merit and performance
- Delegation and Empowerment: Delegate responsibilities and provide team members with opportunities to take ownership of projects and initiatives. Foster an environment that encourages autonomy, creativity, and decision-making. Support team members in setting goals, overcoming challenges, and celebrating successes. By empowering individuals within the team, you create a pipeline of future leaders who are confident and capable of driving results
- Effective Communication and Influencing Skills: Develop strong communication skills to effectively express your ideas, opinions, and concerns. Actively listen to others, seek feedback, and provide constructive input. Use your communication skills to influence others positively, whether it is in team meetings, discussions, or presentations. Use persuasive communication to acquire your colleagues' respect and support, encouraging them to follow your example and contribute to the team's success

QUALIFICATIONS AND EXPERIENCE REQUIRED:

• Relevant HR-related degree / diploma
• Preferred Qualification Post-graduate degree in business, social or behavioural science
• Minimum Experience
• 3 - 5 years HR Generalist experience in private healthcare/ hospitality e.g hotel industry experience
• Experience in partnering with management on full HR value chain
• Preferred Experience 5+ years’ private healthcare HR experience
• Languages English / additional SA languages would be advantageous
• Travel Requirements Hospital-based

Key Stakeholders:
• Key Internal Stakeholders: Hospital Manco and all hospital staff, HR Operational Manager, People and Culture and HR peers across the Group
• Key External Stakeholders: Suppliers including recruitment and training companies and EAP partner, HW SETA, Department of Labour, consultants, legal advisors and industry forums