About the position
(2-3 Months contract)
Purpose
The main purpose of this position is to provide generalist comprehensive, pro-active and integrated HR partnering service, to fulfill the university's strategic mandate, by interfacing with the clients regarding human resource solutions including advising on matters relating to the staff who are employed through section 21 companies and affiliates. The incumbent is also required to collaborate with all other HR functions to build strategic coherent teams which deliver greater results
KPAs/Duties and Responsibilities
Strategic Partnering
- Providing strategic change management and operational expertise to the Faculty/Support Sector.
- Translate key challenges in the working environment into HR solutions.
- Participate in Faculty/Support Sector planning and HR Strategies.
- Actively participate and contribute to core HR projects and initiatives.
- Management coaching, consulting & conflict management.
- Explain and interpret (within appropriate areas) the University HR Policies and Procedures to DVC's, managers and staff members where applicable.
- Ensure dissemination (within appropriate areas) of all HR information to relevant staff and University community staff members.
- Attend courses and seminars, as requested, and disseminate relevant information to other staff members.
- Facilitate the preparation of Job Profiles in consultation with relevant staff and HR Specialist responsible for Job Evaluation.
- Attendance and participation at job evaluation sessions.
- Implement HR systems and procedures within respective Faculty/Support Sector.
- Provide HR reports on request.
- Attend and participate in monthly, quarterly and ad hoc management meetings within Faculty/Support Sector and HR.
- Make recommendations, streamline processes and decide on short- and long-term plans.
- Staff induction within appropriate areas.
Project & Change Management
- In conjunction with HR colleagues/Centres of Excellence CoE's identify resources required to execute the task or project. Plan for contingencies and act pro-actively to ensure delivery of results.
- Keep stakeholders informed and create a common understanding and shared mindset of the business units' strategic objectives. Ensure proper communication and coordination of activities to achieve intended results.
- Ensure that stakeholders' interests are addressed in the change management process.
- Identify stakeholders and possible effects of the change programmes on the stakeholders' interest. Analyse changing business circumstances and identify and suggest interventions to address internal requirements and external changes.
- Project Management of annual and other HR Projects including drafting project plans with Manager HRBP's, collation and quality assurance of the information for the various Projects from the Faculty to the CoE's.
Programme Delivery/operational implementation
- Enable and facilitate HR areas such as recruitment, rewards, retention, performance development and assessment, career and succession planning, employee development, employee relations.
Employment Relations
- Provide advice and become actively involved in addressing certain disciplinary issues within area of control and in liaison with the Employee Relations office, where applicable.
- Transfer coaching, mentoring and counselling skills to line to enable them to become better people leaders.
- Provides counselling and acts as a coach.
- Enable the business unit leaders to enter mentor relationships to influence behaviour and attitude and integration into the organisation. Transfers the accountability for self-development by empowering and encouraging ownership thereof and provide feedback to individuals.
- Advise line managers on disciplinary and grievance policy, process and procedure
- Coordinate and provide advice on restructuring activities
- Coordinate and provide advice on voluntary retrenchment and early retirement
- Monitor relationships between staff and management
- Provide feedback to Manager HRBP on employee relations climate in faculty/departments
- Give input on appropriate interventions to improve employee relations
General Operations
- Analyse trends and metrics in partnership with other HR teams in order to develop and enhance solutions, processes, and programs that address current problems and to avoid future ones. The HR Business Partner assists in the measuring, validating, and testing of the effectiveness of metrics that are applied by the business to assess and drive productivity optimization.
- Developing methods that aid in the achievement of measurable improvements in metric results and which avail actionable people management solutions and strategies.
- Continuously drive improvements in tools and policies through external market trends, insight and internal best practice.
- Proactively share best practice, intelligence activities within HR function.
- Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships.
Minimum qualifications: NQF6 qualification in Human Resources or Industrial Psychology or related field.
Minimum experience (type and years)
- Five (5) years generalist human resources experience,
- Previous experience in professional development and training,
- Current, in-depth knowledge of legal requirements related to human resources and employee management, including workers' compensation, union relations, and employment laws
- Excellent communication and interpersonal skills
- Proficiency in the MS Office suite
- Capable of creating and managing well defined project plans which ensure that objectives, initiatives and activities stand the best possible chance of success.
Advantages
- Knowledge of SAP HR.
- SABPP registration
- Knowledge and experience within the Higher Education Human Resources environment
Skills
- Data Orientated: Capable of taking large quantities of data or information and distilling them to provide a clear picture of the appropriate action to be taken. Comfortable with managing and using numerical data. Capable of using tools such as spreadsheets and querying systems to extract and format data to make good Management Information output.
- Influential: Has the professional carriage and personal gravitas to influence senior managers, individuals and small groups to adopt an effective course of action, even against resistance. Ensures that arguments for a specific course of action are carried through the presentation of accurate and well-structured data and information. Has a detailed knowledge and understanding of the operations of the Client and understands the key levers of success and performance indicators which drive the business.
- Effective Communicator: An effective listener who empathises with others and manages personal relationships with Clients and colleagues alike.
- Organisation: Takes a planned and structured approach to own work. Good personal organisation. Always delivers on commitments made to customers and colleagues alike.
- Attends to Detail: Ensures that all aspects of an action are accurately analysed and clarified. Ensures that all details are considered, and that information provided is completely accurate and up-to-date.
Knowledge: Knows and understands the HR theories and best practices that will enable the person to provide an effective HR service.
Competence
- Analytical thinking and problem solving
- Results focused
- Client focus and customer service skills
- Teamwork & collaboration
- Building interpersonal relationships &partnerships
- Personal accountability & emotional intelligence
- Oral, written & presentation communication skills
Desired Skills:
- Data Orientated
- Effective Communication
- Organisation
