Human Resources Manager at South African Heritage Resources Agency (SAHRA)

About the position

Position: HR MANAGER.
Unit: HR.
Salary: 636, 607.00 per annum CTC.
Applications Closing date: Friday, 17 January 2025 at 4:30PM.

PRIMARY PURPOSE OF THE JOB:
To manage the HR Unit and provide support to the Corporate Services Executive.

KEY PERFORMANCE AREAS:

• Executive Support.
• Policy Development, Implementation and Business administration.
• Management of the HR Department.
• Recruitment and Selection.
• Training & Development Coordination.
• Performance Management co-ordination, monitoring & evaluation.
• Co-ordination of Employment Equity requirements.
• Remuneration.
• Occupational Health and Safety.
• HR Compliance and Reporting.
• Employee engagement and Retention.
• Organisational Effectiveness.

KEY PERFORMANCE AREAS:
Executive Support:

• Assist the Executive officer with implementing a strategy that is aligned to SAHRA's corporate strategy and mandate and is managed in accordance with the principles of good governance.
• Act as a strong line of support to the Corporate Services Executive.

Policy Development, Implementation and Business administration:

• formulating, as well as implementing departmental policies, procedures and systems aimed at building efficient and effective business administration practices within the department.

Management of the HR Unit:

• Ensure efficient and integrated functioning of HR within SAHRA by managing the HR unit.
• Provision of a comprehensive HR service to all managers and employees.

Recruitment and Selection:

• Make decisions with regards to the recruitment process and liaise with Unit heads in that regard.
• Responsible for the induction programmes for new recruits.

Training and Development Coordination:

• Manage Training & development initiatives in line with SAHRA's business strategy and performance management requirements.
• Source service providers within a framework.
• Monitor & evaluate of development of staff.
• Responsible for skills development for the organization.

Performance Management co-ordination, monitoring, and evaluation:

• Provide Unit heads with guidelines and coaching for managing poor performers within legal frameworks.
• Provide performance management overview for all staff.
• Monitor performance reviews for consistency and integrity and make recommendations.
• Facilitate development requirements as identified.
• Administration of all related documentation.

Co-ordination of Employment Equity requirements:

• Manage relationship with service providers.
• Compile all data and statistics required for EE reporting.
• Attend EE Committee meetings as HR representative.
• Attend Labour Forum meetings and implement resolutions.
• Ensure compliance with EE legislation.
• Provide insight into transformation of the organization.

Remuneration:

• Responsible for all job grading with service provider.
• Coordinate annual salary survey information.
• Responsible for ensuring the integrity of the remuneration system.
• Implementation of all salary related decisions.

Occupational Health and Safety:

• Ensure safe working environment.
• Responsible for facilitating compliance with Occupational Health and Safety.
• Liaison with COIDA regarding workplace incidents and related claims.

HR Compliance and Reporting:

• Responsible for overall HR Compliance and timeously reporting.

Organisational Effectiveness:

• Constantly assess the effectiveness of the HR function
• To promote the overall success of the organisation, the HR Manager needs to champion the identification of the organisational mission, vision, values, goals, and action plans.
• To instil effectiveness within the organisation and ensure a positive impact on the profitability of the organisation and allows higher investments or better development opportunities for employees.

Employee engagement and Retention:

• Construct and implement plans that assist an organisation to engage and retain its most valuable employees.

JOB REQUIREMENTS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

QUALIFICATIONS:
The ideal candidate will therefore hold a B. degree in HR Management or an equivalent qualification.
Knowledge and understanding of the Public Service Act, Public Service Regulations Act, Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act and other related policies and procedures are of prime importance

EXPERIENCE:
At least 5 years' practical experience in the field of HR Management.
Familiarity with payroll processes.
Public sector experience will be advantageous.

LANGUAGE SKILLS:
Ability to read, analyse, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information to top management, public groups, and/or boards of directors.

NUMERICAL SKILLS:
Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, and volume.

REASONING ABILITY:
Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

LICENSES:
A valid code EB (08) driver's licence.

Computer Skill:
Efficient in the use of Excel, Word and Power Point, Outlook.

PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this Job, the employee is:

• Occasionally required to stand.
• Regularly required to sit.
• Often to talk and hear.

Specific vision abilities required by this job include close vision.

WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.

Desired Skills:

• Employee Relations
• Recruitment and Selection
• Training and Development
• Organisational Effectiveness
• Remuneration
• HR Compliance
• Employee Engagement