About the position
Postion Summary:
The incumbent will be responsible for providing an effective and efficient human resource generalist function that is aligned with the People and Culture Strategic and operation plan.
Key Responsibilities:
- People and Culture strategy implementation•Implement the BU strategy aligned with the People and Culture strategy to meet the needs of the business unit and drive the business unit’s components of the overall NRF’s HR KPIs;•Implement and track transformation programmes to support the implementation of the transformation goals;•Work with the departmental heads to review fit for purpose org structures
- •Support line management with job profiles and arrange job evaluations as and when necessary
- •Accurate monthly and quarterly reporting on deliverables, non-conformance and flagging of potential risks to the People and Culture Manager
- •Participate in manpower planning and interrogate the manpower budget within the Business Unit
- •Contribute meaningfully to drive the people agenda for the overall business success and drive optimum cost efficiencies
- •Work with the departmental heads to review fit for purpose org structures
- •Support line management with job profiles and arrange job evaluations as and when necessary
- People and Performance management•Support line managers with calibration sessions in their areas of responsibility
- •Ensure that departments set SMART objectives in areas of responsibility
- •Prepare performance trend report and coach managers on the execution of performance improvement initiative
- •Ensure compliance with performance management policies and procedures;•Drive performance management culture within the Business Unit
- •Coordinate Business Unit’s performance management process in accordance with the agreed schedule and policy and in close liaison with line management;•Provide competent advice and guidance to line on performance management matters;•Develop and submit the business unit’s annual training needs for inclusion in the Workplace Skills Plan within specified time frame
- Staffing•Liaise with the People and Culture Manager to accurately and effectively identify skills and resources required to deliver and achieve objectives;•Compile and complete workforce plans as per required format and guidelines for approval;•Engage with line management to determine requirements of positions and contents of adverts;•Manage the business unit’s staffing process
- •Oversee psychometric assessments of external and internal candidates for selection, promotion and career development purposes
- Employment Equity•Monitor the business unit’s EE plan in line with the central employment equity guidelines
- •Monitor the EE targets within the Business Unit and implementation of such targets through clear recruitment plans and development plans
- •Submit the EE plan on time, in the required format as per set central HC guidelines and timelines
- •Provide competent advice and guidance to line on EE matters
- •Implement the EE plan and ensure business unit’s active participation in the EE and Skills Development(SD) committee
- Training and Development•Compile/review the human capital development plan annually as per set deadline and format aligned to NRF HCD strategy
- •Coordinate the personal development plan and performance management process within the Business Unit to accurately identify development needs
- •Embed the culture of training and development within the business unit
- •Provide competent advice and guidance to line on training and development
- •Design/ revise learning material in accordance with market best practice
- •Present on-boarding programmes in accordance with NRF standards and facilitate the sensitization of line for transfer of technical/ operational skills
- Talent and succession Management•Comply with Talent Management strategies to drive the business unit strategy;•Work closely with department leaders to understand their needs and align talent strategies accordingly
- •Identify high-potential individuals and create succession plans to ensure a strong talent pipeline
- •Implement talent development interventions to enable successful development and retention of talent within the business unit and business;•Implement change management interventions to support talent management;•Provide competent advice and guidance to line management on Talent Management best practice
- •Provide guidance and input on business unit restructures, workforce planning and succession planning as and when required•Coach line managers in the application of the succession planning methodology, processes, and tools
- Employee Relations•Drive the implementation of the Central ER strategy and approach to foster good employee relations culture and full compliance with NRF ER policy and procedure, Code of Good Practice, and all related legislation
- •Provide competent advice and guidance to line management on Employee Relations matters and case law
- •Prevent risks from escalation and manage issues timely
- •Ensure that grievances are resolved in the minimum amount of time as per NRF standard
- •Monitor that ER and termination documentation is accurately completed as per NRF procedure
- •Review ER reports in order to proactively identify challenges and provide proactive management practice
- Reward and Recognition•Ensure compliance with relevant NRF policies/procedures;•Ensure business unit’s reward and recognition practices alignment with the central HC reward and recognition philosophy;•Provide input on business trends to ensure retention of high performers and mitigate the risk of skill loss;•Provide competent advice and guidance to line on recognition and reward matters;•Accurate administration and attention to detail
- Change Management•Drive change management within the business unit and in implementation of projects and processes;•Work closely with the Communications business unit in driving, implementing and communicating change initiatives
- Culture•Assist departmental heads to interpret climate survey results, develop and monitor action plans
- People Support & Administration•Ensure implementation and adherence to HR processes and administrative requirements in line SLAs
- •Analyse and interpret information to report and present to regional and site level management structures on personnel expenses (permanent, FTE, outsourced) and People snapshot (employee movements, absenteeism, leave, headcount, performance and information pertinent to CoEs) as per the standardized dashboard Identify and manage risk associated with HR processes (e
- g
- leave liability, benefit administration, etc
- ) •Support management with query resolution regarding general people issues
- •Facilitate annual increases, bonuses and incentive payouts as required •Ensures timely and accurate reporting of annual, quarterly and monthly reporting, as directed by People and Culture Manager
- •Accurate reporting and timely submission of all statutory reporting HR governance, risk and compliance•Implement HR business processes and report on levels of compliance
- •Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimize/eliminate risk
- •Address and close all audit findings as per the risk register
- •Manage and ensure efficient HR record keeping as defined by internal audit standards
- •Ensuring documentary compliance for all internal audit processes
- •Ensures legislative compliance with Skills Development Act, Employment Equity Act, LRA , BCEA etc
- Comply with Group HR Policies and service level agreements as agreed with key stakeholders
- •Oversee the selection of service providers to ensure alignment to HR Plan
- •Ensuring administration for all related skills development and bursary initiatives are recorded for audit purposes
- •Supporting the People and Culture Manager with Employment Equity requirements and statutory compliance aligned with the Dept of Labour and NRF EE Plan
- •Management of the skills business unit on the BBBEE scorecard
- •Contribute to the Business Unit by adhering to the People and Culture department's operating budget
- Reporting & Analytics:•Compile and present meaningful, accurate and timeous HR reports incorporating interpretation, comparisons and trend analyses, monthly, quarterly and annually as required
- •Create and manage HR dashboards and compile brand reports
Minimum Qualification:
- Bachelors Degree / Advanced Diploma / NQF 7
Minimum Experience:
- A Bachelor’s degree in HR or related field
- Post graduate qualification in HR related fields will be advantageous
Experience:
- Must have a total of 8 years progressive HR working experience of which 5 years must be in a unionised
- Advising management on the administration of human resources policies and proceduresExperience in facilitating HR programs with established policies and proceduresExperience preparing and maintaining HR reportsConducting audits of HR activities to ensure compliance
Knowledge:
- • Career experiences that demonstrate your strategic business understanding and procedural knowledge of employee relations, policies and compliance • Ability to build relationships and partner with management to successfully drive employee engagement, policies and processes across the division
- • Thorough understanding of Labour Legislation and HR Operations
The NRF website provides more details on the initiatives and activities Applicants should submit a comprehensive CV by registering and apply online through the NRF Recruitment and Selection Portal. Applications should be accompanied by a letter of motivation indicating the applicant·s suitability for the position. The names and contact details of at least three referees should be provided.
Desired Skills:
- Skilled in applied field of position
- Knowledge to be relevant
- Responsible in performing duties
About The Employer:
The National Research Foundation (NRF) is established by an Act of Parliament and mandated to contribute to national development by supporting, promoting and advancing research and human capacity development, through funding and the provision of the necessary research infrastructure, in order to facilitate the creation of knowledge, innovation and development in all fields of science and technology, including humanities, social sciences and indigenous knowledge; and supporting and promoting public awareness of, and engagement with, science. The NRF is a well-established organisation that is highly networked within the knowledge system, nationally and internationally. It is the principal organisation responsible for promoting the national research enterprise and is the primary public funder of postgraduate students and researchers and provider of research infrastructure in the country. It has well-developed, best practice research evaluation and support systems.
