Head of Human Resources - Durban, South Africa - Credit Solutions Services

Description

The Head of Human Capital is responsible for providing Human Capital strategic guidance and for designing and implementing an optimal Human Capital business partnering model and framework that will drive efficiencies, and quality and deliver the Human Capital Operations capability and business results whilst ensuring legislative and statutory compliance.

Strategic Human Capital (HC) Business PartneringDefine, align and Implement HC operations strategy to the Group HC Strategy and Operations business strategy, and provide integrated HC/Business metrics to measure HC benefits.

Translate business strategies into HC priorities through organisational diagnosis (audits) that result in establishing clear priorities – align HC systems with business strategy and set HC priorities.

Contribute to the development of the business strategy.
Influence and drive organisational-change strategies in support of the operations strategies.
Educate and keep the organisation up to date on HC trends that affect the operation and industry.
Ensure the Group Talent Acquisition Strategy and Framework support the business/ operations needs – Strategic workforce planning is implemented.
HC operations management of workforce planning, skills assessment, succession planning, diversity and retention of key identified resources.
Drive transformation to ensure inclusion and diversity in the Operations.
Work with the Shared Service and centre of expertise to obtain support as needed.
Ensure the implementation of an HC Business Continuity and HC Risk framework across the operation.

Incorporate and provide input into the group HC Value Proposition with a common business focus and direction to allow HC to maximise its impact on performance.

Implement and provide input into the HC partnering framework and model. Incorporate the standards and tools for implementation, monitoring and evaluation for the respective operation.

Influence long-term business plans and financials collaboratively with insights, predicting outcomes, diagnosing problems and prescribing HC actions to add value.

Incorporate best-in-class benchmarks relating to strategic business partnering into the HC capability for the respective operation.
Strategic HC advisor/consultant to HC and Business.

2Establish and manage an HC Business Partnering function that drives the achievement of strategic business objectives through the implementation and delivery of appropriate and efficient HC practices and services.

Evaluate the impact of potential business decisions on the workforce and advise on appropriate HC solutions to optimise opportunities and mitigate business risk.

Regularly assess the feasibility of HCBP delivery plans and HC initiatives and adapt these to ensure that optimal service delivery is achieved.

Provide Group human capital management practices against business needs and customer requirements.
Drive HR policies and ensure consistency and application.
Act as custodian and advocate for values and ethics.
Developing fit-for-purpose solutions for customers.
Compile and manage the HC budget for the Operation.

Continuously drive the implementation of the Human Capital initiatives through effective project management, quality assurance and change management activities to address business requirements.

Continuously drive change management processes.

Devise, implement, manage and optimise HC resource solutions, programs and services with dedicated resources to maximise the achievement of short and long-term business objectives.

(e.g., change initiatives, organisational development, employee relations, talent and performance management, training and development, reward and benefits optimisation, talent acquisition, workforce planning, employment equity and diversity, BBBEE, employee wellness, business diagnostics, productivity, analysis, HC information and analysis, retention and engagement, employee communication, and HC programs and services.).Assess and monitor the operations progress toward attaining short and long-term HC objectives and adjust where necessary to ensure objectives are met.

Monitor the functional performance against agreed performance indicators and trends in the business and identify optimisation proposals in conjunction with relevant stakeholders.

Coach, support, mentor and guide line managers in the application of HC policies and practices, provide advice and guidance on complex HC issues to minimise risk and financial exposure.

Ensure maximum participation in HC forums to achieve economies of scale relating to HC services.
Provide HC reporting to operations for value driving.
Staff Leadership and ManagementBuild and manage a high-performing team by providing leadership, role clarity, training and career development.
Ensure open communication channels with staff and implement change management interventions where necessary.

Design the Operations HC structure in line with Group Structures to cater for excellence in HC service deliveryDefine roles, responsibilities, individual goals and performance objectives for the team.

Set KPAs and KPIs and provide regular performance feedback through a well-defined and implemented performance review program.
Develop and implement a training plan to build and develop skills within the team.

Encourage knowledge transfer through the implementation of a knowledge transfer plan and drive continuous improvement philosophy through the knowledge transfer plan.

3Performance manage resources under HC policy and legislation where necessary.
Actively participate in the leadership team of the operation and develop skills of own team.
Promote an ' centric' and 'partnership approach', drive collaboration to develop strong relationships with other working groups.
Build a business acumen mindset and skills across HC Resources.
Governance and Risk ManagementEnsure legal and statutory compliance concerning all HC activities.
Ensure that appropriate governance systems are in place and line with future requirements, i.e. policies, procedures and reporting structures.

Develop Service Level Agreements and Standard Operating Procedures for HC strategic partnership and service delivery aligned to the group framework.

Manage business operations and HC-related risks, through continuous internal and external monitoring of business impact, as well as changes in stakeholder needs.

Provide feedback to the relevant HC Group stakeholders to initiate improvement projects that will increase profits or protect against risks in the function.

Establish and maintain the highest ethical standard in employment practices, including compliance with all statutory requirements.
Ensure that the Operation is fully compliant with all initiatives through conducting regular audits and taking corrective action. Actively participating in Group internal and external audits.
Compile analyse and submit HC reports as required for business purposes and Group requirements.

External Parties and Relationship ManagementManage the relationship with external HC consultants and service providers and ensure all the services are delivered properly, evaluate the performance of consultants and address any deviations.

Provide Input and contribute to HC operation-related communications through the relevant channels across the business and externally.
Manage relationships with operational Heads and Business partners and act as a trusted advisor.


COMMUNICATIONS & WORKING RELATIONSHIPS:

Internal:
Heads of Operations and Business UnitsGroup Executive HCGroup Heads HCAll stakeholders within the operation

External:
ClientsConsultants and Service ProvidersRelevant Government Entities
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QUALIFICATIONS, EXPERIENCE, & SKILLS:
4

Educational Qualifications:
Relevant degreeManagement or leadership qualification
Professional QualificationsProfessional membership in HR association (preferred)

Years of ExperienceMinimum of 15 year working experience preferred Other requirementsDemonstrated skills, knowledge and experience in leading an HC function.

Strong practical knowledge of all areas of HC:

change management, organisational development, employee relations, transformation, BBBEE, talent and performance management, learning and development, rewards and benefits, payroll, talent acquisition, workforce planning, HC analysis, employee retention and engagement.

Detail orientation, proven organisational skills and a high degree of accuracy.
Ability to maintain supreme levels of ethical behaviour and confidentiality.
Strong working knowledge of local labour legislation.
Strong oral and written communication skills.
Strong analytical and problem-solving skills.
Critical thinking and decision-making skills.
Excellent negotiation skills.
Experience in partnering with senior managers and the HC team to produce long-term strategies around Human Capital.

Solid knowledge of reward, payroll and HC systems and workflowSolid understanding of employee engagement that is beyond the theoretical, and can demonstrate it with practical examples of how to improve it in the workplace.

Excellent prioritisation skills.
Finger on the pulse of up-and-coming trends in Human Capital.
Strong influencing and conflict resolution skills.
Results-oriented.
Ability to work independently and within teams.
Strong leadership skills.

Ability to initiate/manage cross-functional teams and multi-disciplinary projectsAbility to identify opportunities for improvementAbility to impart and share knowledge and skills.

Ability to work in a fast-paced environment and under pressure