Reporting to the Group Executive: Human Resources, the key performance areas include but are not limited to:
Talent Management
Ensuring the end-to-end recruitment and selection of staff, both internal and external to the Company. Designing and implementing competency-based screening interview questions that are aligned to the Key Performance Areas of the role in order to demonstrate competence. Accurately scoring, interpreting, and reporting the outcome of competency-based interviews and organizational fit to the Line Manager and Group Head to ensure correct selection techniques are adhered to. Conducting training needs assessments to determine the strategic outputs, skills, and competencies required in the workforce plan and aligned to the strategic long-term needs of the Company. Coordinating the drafting of employment contracts aligned to relevant business requirements and labor legislation. Designing and maintaining employee orientation sessions utilizing various tools to induct on Company culture, values, as well as key policies and procedures. Designing, implementing, and coordinating learning and development initiatives aligned to the workplace skills plan and Employment Equity Act. Collecting data relating to labor turnover through exit interviews and other feedback channels to formulate strategies and recommendations to minimize. Implementing, conducting, and training management on the implementation of employee engagement surveys, collecting the data and presenting metrics with recommendations on how to improve. Implementing counseling skills and sessions to effectively manage and resolve employee-related behaviors.
Performance Management
Implementing, designing, and coaching managers and employees on the Company's Performance Management principles in order to build superior performance through demonstrated behaviors and increasing engagement. Ensuring a common understanding and consistent application of the 9 Grid performance review process linked to results and behaviors. Coaching managers to resolve specific team or individual performance gaps and capability issues swiftly, using appropriate tools or procedures. Coaching managers to communicate clearly the link between the organization, team, and individual performance and related outcomes (performance ratings, compensation decisions, development decisions as captured in development plans).
Organisation Management
Conduct job evaluations annually by means of Job Analysis and Job Description Interviews to ensure pay grades are up-to-date, roles and skills mix are aligned to the HR plan of the Company and to benchmark external and internal pay grades. Management of all employee relations services including performance and disciplinary hearings & representation at the Commission for Conciliation Mediation and Arbitration (CCMA). Diagnosing existing departmental structures, systems, strategy, skills, style using key models and tools to facilitate Organizational Development and Change Management initiatives aligned to a future state. Section 189 Consultations relating to operational requirements for restructures, efficiencies, and cost containment. Section 197 transfers (outsourcing) and Mergers and Acquisitions (running concerns). Efficient management of the Employment Equity and Diversity processes for both e.tv & eNCA. Ensuring the implementation of policies and procedures. Ensuring the Company's Human Resource practices comply with labor legislation and the terms of its broadcasting conditions. Diagnosing culture and climate and facilitating interventions.
Leadership
Effective Team Leadership capability managing both internal clients as well as the immediate team. Listening appropriately, empowering and including the HR administrators in setting the tone for the business. Consistently monitoring the performance of the division in relation to HR targets and objectives. Identifying substandard performance of direct reports and taking necessary corrective action; identifying top performance and recognizing appropriately. Planning ahead and communicating performance standards and objectives to direct reports. Demonstrating consistent application.
A Bachelor's Degree in Industrial and Organizational Psychology / Human Resource Management;
A minimum of 5 years experience as a Human Resources Business Partner and/or Human Resources Generalist;
A minimum of 3 years experience as a Manager / Supervisor: Human Resources.
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