About the position
Division: HR (Business Unit)
Reports to: General Manager of the Business Unit
Direct reports: HR Business Partners, ER Manager / Specialist; Learning & Development Manager / Specialist; HR Co-ordinator
Indirect reports: HR Operational Team; ER Team; L&D Team
Job Context
Key Stakeholders
- Internal: Unit HR team, Unit Exco, Unit line management, Employees, Shared Services Payroll Team, Central Employee relations Team, Central Talent & Learning Team; Central Remunerations Team; Central HR Systems Team
- External: Suppliers; Personnel agencies, Contractors
Job Scope & Responsibilities - Collaborate with senior management at the business unit in formulating business plans for the unit and develop strategic people plans to support and enable the delivery of objectives currently and into the future
- Lead and oversee the customisation of HR governance frameworks, audits and alignment of people processes at the unit ensuring these are streamlined and adequately support the business as well as achieving alignment with latest labour law and regulations
- Facilitate the programme management and achievement of milestones of HR deliverables and departmental budget
- Oversee the data integrity of the HR Information System, ensuring all data and reporting is accurate, timeous and adds value to business operations
- Act as a counsel for the Unit EOC in all aspects of HR matters; partnering with the business to understand performance, productivity and other people challenges; and be able to assess the issue and provide constructive solutions to improve people practices across operations
- Facilitate discussions with management on organisational design and new role requirements relative to headcount budget and changing business objectives
- Build and develop relationships with community and critical external stakeholders, including relationships with local and national Gaming Boards
- Accountable to oversee and authorise gaming board licence applications, communications and correspondence
- Sponsors ER programs and initiatives and nurtures co-operative relationships with union representatives to ensure sound and effective employee relations within the business unit
- Participates at a Central level in leading and representing the Company at wage negotiations and other union / management forums
- Oversee and facilitate the execution of all talent management processes in the operations including: performance management consulting, learning and development needs analyses, talent and succession planning and management in line with transformation targets to achieve business strategy and goals.
- Develop innovative and strategic workforce planning and talent attraction and acquisition opportunities to build competitive advantage and provide structural, job and people plans to attract and retain the best-in-class talent ensuring a sustainable bench of growing ready now talent for key positions on the complex
Leads the execution of talent retention programmes within the relevant business units including reward programmes for exceptional performers - Develop and drive transformation and development strategies to support the business in achieving their objectives and EE, SD and BBBEE targets
- Oversee the effective management of remuneration, rewards and benefits for the unit aligned to legislation and equal pay for work of equal value principles, consulting on any pay and benefit related concerns with central remuneration
- Work with internal and external stakeholders to identify wellness risk areas and address these through potential programs or solutions.
- Work with the unit leadership to promote team effectiveness and drive the Sunway culture and values
- Continuously assess engagement levels and initiates innovative forums and ideas to promote a proactive and engaged workforce
- Oversee learning, coaching and development requirements in line with strategic plans, e.g. skills shortages, succession plans, talent management to build a solid talent pipeline
- Lead internal communication and change processes and communication to ensure all employees and business partners are aligned on changes taking place across the business unit
- Present Business unit HR reports including statistics, analytics and commentary to management; ensuring any issues and costs being incurred from an HR perspective are well controlled and accounted for and that there is collaboration with line on areas of concern and potential solutions.
- Oversee the full HR administration function for the business unit ensuring documentation and templates reflect the most updated legislation and company policy, such as contracts of employment, onboarding starter packs, letters of remuneration and increases, bonuses, etc as well as all other communication to employees throughout the employee life cycle relating to operational matters
- Direct the resolution of employee case management pertaining to disability cases, incapacity cases, etc. by monitoring progress; as well as ensuring the complete and accurate recording and filing of documentation for future reference
- Oversee the planning and delivery of employee events such as long service awards; EOM awards, wellness days, roadshows, etc.
- Monitor team effectiveness across the business unit and where issues exist collaborate with line to understand the challenges, identify core issues related to people, provide advice and work towards solutions. This may include performance consulting interviews, observations, etc to identify whether issues are training, process, system or relationship issues.
- Responsible for the continuous professional development of the HR team, ensuring all team members remain informed of HR practices, policies and labour legislation and build own job knowledge by participating in educational opportunities, reading professional publications, etc.
- HR team leadership and management, inspiring motivation and nurturing a performance driven culture.
- People Specification
Qualifications - B Degree in Human Resources Management
Experience - Minimum 12 years experience in HR, including a minimum of 4 years' experience as an HR Business Partner
- Experience in the gaming and hospitality industry is an advantage
Work conditions and special requirements - Local travel may be required
- May be required to work outside of normal working hours, in line with operational requirements (including weekends, public holidays)
Core behavioural competencies - Strategic thinking
- Conceptualising
- Analysing
- Managing results, relationships and risk
- Technical / proficiency competencies
- Interviewing Skills
- Performance consulting
- Remuneration & benefits
- Financial and Business Acumen
- Project Management
- Proficiency in MS Office; Peoplesoft, Kronos
- Personal Credibility & integrity
- Written and verbal communication skills
- Advanced Knowledge and application of labour legislation (LRA' BCEA), Skills Development Act, EE Act
Job Complexity
Know How - Seasoned professional with knowledge and expertise in diverse practices and sophisticated concepts and principles.
- Makes complex decisions based on broadly defined policies and objectives
- Applies judgement and adapts solutions through analytical, interpretative, evaluative and innovative thinking
- Commits to calculated risks and action after considering alternative courses of action that are based on logical assumptions and factual information and that take into consideration resources, constraints, and organisational values
- Deals with complex problems with multiple causes and effects, based on discrepancies in information and multiple components
Accountability - Responsible for providing input into creating strategic plans in the short and medium term
- Supports and monitors business targets, frameworks and objectives
- Applies knowledge and exposure of leading practice to business operation and to leverage new approaches and tools to optimise performance
- There are guidelines/ policies and procedures in place to be followed, but the incumbent needs to constantly consider ways of improving sustainability, business growth, reputation and profitability.
Desired Skills:
- IR Experience
- Must have worked as HR in Casino
- Degree in HRM
- Managed a Team
- Strategic Thinking
Desired Work Experience:
- 2 to 5 years Casino
- 2 to 5 years Middle / Department Management
Desired Qualification Level:
