Johannesburg, South Africa | Posted on 06/27/2024 Industry Nonprofit Charitable Organizations Work Experience 5+ years City Johannesburg State/Province Gauteng Country South Africa About usSmartStart is a successful national network of NGOs and partners that is realising quality, affordable early learning for all children aged three to five. We are achieving this by scaling a network of and building a platform for providers, achieving specific ecosystem transformations with governments and partners, and promoting early learning as a priority societal cause.Job Description Purpose Partner with department heads and collaborate with line managers tocreate the conditions that Recruit, onboard, retain anddevelop the people SmartStart needs Enable people toperform-and-develop in their roles (through "purple" practices that buildrelationships we need for doing-and-thinking together) Build the organisation'speople power and capabilities Key Responsibilities Recruitingthe new employees SmartStart needs Partnering with department heads and coachinghiring managers in: · Co-developingand updating job descriptions (incl. person specifications) · Interpretingroles framework and remuneration policy as well as employment equity prioritiesand obligations · Developingattractive job adverts clearly articulating employee value proposition · Leading& managing focused sourcing / searching and outreach for key roles · Identifying,building relationships with, and managing recruiting service providers andagencies · Managingcandidates' experience throughout (for key roles at least; incl. providingevery interviewee with appropriate feedback) · Signingoff on and offering jobs, then contracting incoming employees and/orindependent contractors Maintaining &updating roles framework and associated remuneration framework Onboarding newcomers to SmartStartsuccessfully Partnering with department heads and coachingrelevant people managers in: · Leadingand ongoingly fit-for-purpose developing onboarding (incorporating induction) o Toyield incoming employees' experiences of § Belonging at SmartStart § Integration into workproductively o Acrossthe following phases § Early onboarding Supervising the inductionprocedure managed by PeopleAdministrator Co-creatingthe conditions that retain employees and enable themto perform-and-develop in their roles Partnering with department heads and supporting,guiding, collaborating with, and coaching people managers in: · Managers'practicing the "purple" practices that build relationships needed fordoing-and-thinking together · Supportingemployee wellbeing (including by managing service providers) · Employees'engagement with relevant information, communications, mutual recognition o regular(weekly-fortnightly) one-on-one performance-development conversations o annualone-on-one performance-development review conversations · Managers'diagnosing ongoing development opportunities and/or performance problems andthen managing these as appropriate (including during probation), incl. but notlimited to o understandingsituations and diagnosing problems accurately o specificand/or focused development support if & as appropriate o labourrelations procedures and processes if & as appropriate (eg. formalenquiries) · Managersdeciding employee ratings for annual bonus determinations (per present RemunerationPolicy) · Reviewingremuneration and recommending remuneration adjustments if & as appropriate · Interpreting,realising, and monitoring compliance with relevant policies and standardemployment & workplace legislation, including: o RemunerationPolicy o LeavePolicy o LRA,BCEA, EEA, OHSA, SDA, and skills development within BBBEE framework (supportedby specialised service providers as appropriate) Coordinate: · Monthlyorg-wide staff meetings Convene thencoordinate a forum for interns and/or inexperienced employees Managingemployee information for decision-making and risk mitigation Manage: · People(HR) Information Systems and service provider, incl. staff o Self-serviceportal o Demographicsfor employment equity reporting o Records,incl contracts, disciplinary records, etc. o Leavepolicy & procedure (realised through Employee Self-Service) · Payrollservice provider (w. Finance Department) · Labourrelations service provider General management Budget& expenditure: Budget appropriately & accurately for the department/functionand manage expenditure responsibly · Policies:Maintain, update, and guide the development of policies related to the above andmore broadly to talent, roles, and remuneration Serviceproviders: Identity, build relationships with, manage, and leave relationshipswith service providers as appropriate General:Contribute as an equal member of Manco (broad management group) Requirements Qualification & Requirements Degree or equivalent in Human Resources or Industrial Psychology combined with evidence of learning & capabilities Minimum of 8 years HR generalist experience, incl. labour relations, learning and development, performance management, remuneration and recruitment At least 2 years of people management experienceUnderstanding of employees as people (human beings) playing roles in complex organisational & wider contextsBelief in managers as primarily responsible for managing people-in-roles, their performance-development, and associated decision-makingTalent and/or People function as focused on collaborating to create the conditions for successProven curiosity and track record of learningDemonstrated ability to see & realise the big picture while attending to detailsProfessional communication skillsInterested candidates should include a motivating cover letter with their CV.
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