About the position
Postion Summary:
SAASTA seeks to appoint for the position of Manager: People & Culture to provide Strategic Business Support. The incumbent will be responsible to provide strategic guidance to the Business Unit, aligned with the overall people & culture function and strategy, business operating model and structure, transformation, talent and learning.
Key Responsibilities:
- Interpreting, implementing, and communicating the People & Culture strategic direction to assist in integrating the people operating plan with business unit strategy
- Create an annual People & Culture operating plan for the business unit on the stated purpose and direction of the business and NRF People strategy
- Work with the business unit leaders to identify key trends, shifts or issues relating to people that impact strategy delivery
- Contribute constructively to strategic sessions and discussions, providing input from a position of business knowledge
- Provide support to Senior Leaders on people and organisational development issues
- Conduct organisational diagnosis and facilitate organisational design output and advise on operating model and structural design across the business with expert guidance from the Organisational Development and Effectiveness: CoE
- Actively build relationships and networks with business leaders (including internal and external stakeholders) to gain understanding and operational impacts
- Guiding and advising leaders on key people management principles and processes
- Serve as a liaison between Centres of Excellence functions and business
- Drive optimal service delivery by ensuring collaborative relationships between various functional areas within the Business Unit and People function
- Influence line managers to champion Employment Equity initiatives and compliance in the business
- Participate in the EE Committee and ensure compliance to the EE Act
- Support leadership in driving and enhancing performance measures (performance targets, IDPs, etc
- )
- Align necessary learning and development initiatives to business strategy and identified business outputs
- Influence and translate the Business Unit talent management requirements
- Validate the talent bench strength with Line for meaningful succession and capability planning
- Partner with Senior Leaders in delivering senior appointments within their functional area/s
- Drive change management with key business roll-out initiatives
- Drive Employee Value Proposition by ensuring they are embedded in People & Culture practices and policies
- Build and manage healthy and effective relationships with the workforce and Union
- Prepare and ensure the Business Unit People & Culture budget is utilised within the allocated budget provisions
- Collate and co-ordinate the quarterly and monthly reports to the Head: People & Culture and Managing Director of a Business Unit
- Effectively and timeously analyse, interpret, and report on necessary HR data and information
- Ensure data integrity of people data within the business unit
- Continuously monitor People practices at the Business level
- Lead by sound performance management and transformational leadership practices
- Develop, mentor and coach People Partners to build strategic partnering capability
- Instill a culture of accountability, agility, collaboration, and results orientation within and across teams and businesses
- Drive a high-performance culture within the team and business unit
- Support people partner(s) to build line manager capability to own and lead the talent agenda on how to attract, nurture, develop and retain talent
- Support People Partners in driving learning and development initiatives to drive operational efficiencies
- Ensure consistent application policies, procedures, and standards from CoE and implement and maintain across the business unit
- Attend to CCMA matters where necessary
- Manage the National Youth Service project on behalf of the DSTI, including recruitment, onboarding and training of volunteers, as well as stakeholder management of host institutions
Minimum Qualification:
- Honours Degree / Post Graduate Qualification / Professional Qualification / NQF 8
Minimum Experience:
- Honours Degree / Post-Graduate Qualification, NQF 8 qualification in HR-related/ industrial psychology field
Experience:
- 8 - 10 Years of People & Culture (HR) generalist experience
- Min 3-5 years’ experience managing a team and building strategic HR capability, preferably in a research institution
- 3 years’ proven experience in strategic planning, formulation and execution
- Demonstrable experience with HR Metrics
- Proven experience leading People & Culture function in a unionised environmentProven track record of Organizational Development experience and ability to engage with leaders
- Experience engaging and facilitating group sessions and driving change across the business
Knowledge:
- Sound knowledge of the LRA, BCEA, EEA and all legislation related to human resources
- Demonstrable knowledge of HR Systems and Database
Additional Notes:
The NRF offers a challenging career and competitive remuneration package which is commensurate with qualifications and [URL Removed] NRF is committed to employment equity and redress and the appointment to the position will be made in line with the NRF Employment Equity [URL Removed] NRF reserves the right not to make an [URL Removed] will be sent to short-listed candidates onlyThe 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 and established by an Act of Parliament and mandated to contribute to national development by supporting, promoting and advancing research 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. The South Africa Agency for Science and Technology Advancement (SAASTA) is a business unit of the National Research Foundation (NRF) with the mandate to advance public awareness, appreciation and engagement of science, engineering, innovation and technology in South Africa.
