POSITION
GENERAL MANAGER, HUMAN RESOURCES INFORMATION MANAGAEMENT & MODERNISATION
MAIN PURPOSE OF THE JOB
WE ARE STILL MAKING CVs FOR P100. COVER LETTERS FOR P50
Pay with FNB EWallet to 76981238 or Orange Money on number 76981238
Whatsapp us on +26776981238
JOIN US ON OUR WHATSAPP CHANNEL HERE
KEY PERFORMANCE AREAS
- Effective HRIS policies, procedures and models for effective HR service delivery
- Efficiency in the delivery of HR Services through rationalization and modernization of HR processes.
- Availability of quality and accurate HR information and business intelligence
- Appropriate and Efficient Human Resources Information Systems that meet the needs the company
- Effective utilisation of resources
- Quality Customer service
ORGANISATIONAL RELATIONSHIPS
Accountable to: Director Human Resources
Accountable for: HRIS Coordinator
CORE ACCOUNTABILITIES AND ACTIVITIES
STRATEGIC AND RESOURCE MANAGEMENT
- Participates in the development of BURS’ operational strategies and objectives to fulfil its mandate in terms of legislation, revenue maximisation, facilitation of trade and voluntary compliance.
- Develops 1-2 year department strategies (considering options in terms of opportunities, risks, timing, buy-in and resource availability) and takes decisions to enhance effectiveness of the department.
- Implements department strategy by communicating to gain commitment, translating goals into plans, and integrating resources, systems and processes; monitors results and makes changes as required.
- Reviews operational processes and procedures and developments; ensures development and implementation of sound processes, systems and procedures which deliver efficient services to meet customer expectations.
- Conducts monthly to quarterly tactical planning and monitoring of functional unit/department. Manages execution and on-time delivery by setting priorities and milestones, monitoring performance/productivity measures and standards, and coordinating activities.
- Accountable for delivering results within functional unit/department according to BURS’ medium-term goals.
- Identifies value-adding and non-value adding initiatives and opportunities for value creation. Aligns and prioritises initiatives relative to BURS’ strategy and removes non-value adding processes/practices.
- Manages one or two medium-term (1-2 years) projects and initiatives, involving conflicting priorities, interdependencies, resource allocation and trade-offs. Balances short and medium-term goals and utilises resources optimally.
- Assesses and manages risk at departmental/team level using risk management tools. Contributes to development of risk management framework and processes.
- Applies technical skills to deal with new problems, provides technical analysis and data to guide decision-making, and shares expertise.
- Implements customer service initiatives and processes by setting standards and ensuring compliance to increase customer satisfaction. Proactively attends to and prevents service issues.
- Builds networks across functions to improve team performance. Shares knowledge, consults, integrates and contributes to others’ decision-making processes.
- Builds and maintains effective working relationships with BURS senior management and external parties, including collaborating, sharing knowledge and information, and managing conflict.
HR Information System Management
- Develops and reviews HRIS policies and procedures in order to enhance HR automated services
- Coordinate the design of business process modelling techniques within the HR function to allow for quantitative analysis and enable structural improvements and or optimization
- Design user-friendly processes, guidelines, and documentation.
- Lead the automation of identified HR processes.
- Makes recommendations for new software and keeps up with changes in existing software.
- Ensures existence of functional requirements for acquisition of relevant HR technologies
- Conduct maturity/efficiency assessments against process activity and ensure that process outputs are achieving desired outputs
- Ensures relevant HRIS is in place to support the various HR functions
- Analysing and evaluating HR data and reports, provides findings to relevant managers and advising on changes and improvements
- Ensure that HR-related systems are compliant with data protection laws
- Makes sure that security protocols regarding information systems are in place and followed.
- Ensure adherence of the HR function to adopted standards such as ISO
- Ensure that all HR-related systems are regularly updated to be compliant with laws, regulations, policies and organizational adopted standards
- Maintain data integrity in systems by regularly analysing data and oversee all system upgrades and system additions in partnership with the Information Technology (IT) department
- Work alongside the IT department to perform regular technology assessments and oversee functional quality assurance of all HR technology related implementations
- Laisses with IT and business operations bridging the gap between the Human Resource function, its processes and policies, taking into consideration the complexities of Human Resources Information Systems.
- Oversee the development and implementation of end user training and product enhancements
- Supervise the day-to-day activities of the HRIS unit
Human Resource Management
Ensures the effective utilisation of human resources and optimization of staff potential through interventions which include:
- Identifying skills, knowledge and experience gaps to align team development needs to business/functional unit goals. Creates learning opportunities through knowledge-sharing and cross-skilling initiatives.
- Clarifying roles and responsibilities of departmental teams; managing and allocating human resources to month-to-month projects and tasks.
- Developing supervisee talent by using development processes to increase employees’ competence levels and support career and professional growth.
- Leading change initiatives at functional level. Translates change imperatives into projects, goals, priorities and contingencies and explains link between BURS strategy and the need for change.
- Monitoring and enhancing the performance of teams by ensuring that support functions and processes are in place.
- Seeking opportunities to recognise and reward teams and individual employees for success; addresses non-performance when necessary.
- Implementing ethics regulations and standards, encouraging and rewarding ethical behaviour, and advising team members on ethical dilemmas.
- Implementing disciplinary procedures and conduct of disciplinary hearings within delegated authority.
POSITION REQUIREMENTS
QUALIFICATIONS:
Degree will be an added advantage.
EXPERIENCE:
COMPETENCIES:
- Team Leadership
- Planning & Organising
- Critical Thinking
- Creativity & Innovation
- Management of Resources
- Consultations & Interpersonal Relations
- Judgement & Decision Making
- Development and Empowerment of Others
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