Human Resources Manager

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Who are we? At MiWay, our purpose is to enable people to live their way. We understand that life is not just about "things" but the meaning that those things bring to your life. We believe that technology and innovation have infinite possibilities when it's inspired by humans. Therefore, we focus on our clients' needs, finding new ways to simplify their lives and how they do things. We give them products, services, and solutions that enable them to live and enjoy life on their own terms – in their own way. Agile values and principles are strongly embedded in our culture, and they are at the core of how we make decisions and how we approach adding value within the company.

What will you do? To provide Human Resource leadership to the HR team and guide the team in supporting assigned business units and to be instrumental in facilitating and implementing agreed deliverables. These business deliverables will be aligned to Human Resources' Strategy and Business Strategy, collaborating to develop and implement best practice HR programs, policies and systems that support the organisation's leaders in managing their units and meeting their strategic priorities.

Key to the success of the HR Manager is the ability to develop people strategy aligned with business needs and execute these through the HR team whilst creating strategic partnerships with business leaders.

Key Responsibilities

1. Talent Management & Acquisition
   • Manage delivery on talent acquisition with the support of the Talent Acquisition team.
   • Provide thought leadership to the team on talent management and acquisition practices.
   • Lead a team of HRBPs in developing appropriate talent management strategies aligned to the business strategy.
   • Provide coaching, guidance and support to the team to ensure talent management objectives are achieved.
   • Guide the HRBP team in identifying training and development needs for business areas and partner with the Learning and Development team to deliver content.
   • Lead a team of HRBPs in partnering with business on succession planning to ensure we have the right talent at the right time.
   • Ensure that Employee experience stays at the forefront of talent acquisition in the specific business units.
   • Partner with Talent Acquisition to ensure that HR has the right talent at the right time.
2. Business Partnership
   • Provide coaching and guidance to the team of HRBPs to ensure they have a rich understanding of the business to partner at the right level and influence HR related decisions.
   • Provide coaching, advice and guidance on complex matters to HR Business partners, managers and employees across the business area on HR related matters.
   • Analyse, interpret and conduct regular analysis on HR data to inform decision making on people practices.
   • Coach and guide HR Business partners on data analysis to ensure regular reporting at department meetings.
   • Partner with the broader People and Transformation team to achieve shared objectives.
3. Diversity management & Employment Equity (EE)
   • Assist in developing EE plan per assigned Business Unit, implement actions, track and achieve milestones.
   • Ensure execution of all diversity initiatives in line with the Business Unit EE Plan.
4. Performance management
   • Provide oversight of the performance management and performance review process to ensure effectiveness of these processes in the respective business units.
   • Provide guidance to HRBPs and Business Unit managers in the performance management process (contracting, appraisals, reporting on trends, informal training).
   • Support the HRBPs and business with having the right conversations in terms of differentiating individual performance to business performance / objectives.
   • Continuous education regarding the performance management process.
   • Ensure performance standards are met in the HR Team through performance management and performance reviews.
5. Culture and Engagement
   • Provide thought leadership on matters relating to Culture and engagement to the HR team and assigned business units.
   • Providing guidance and coaching to HRBPs and Business on change management interventions.
   • Actively participate in change management teams to facilitate and manage any change management interventions in the Business.
   • Responsible for the execution of the culture and engagement survey in respect of feedback to business, action planning.
   • Partner with all stakeholders regarding Organisational Design and Development.
   • Be a custodian of driving the organisational culture in the HR team and assigned business units.
6. Learning and Development
   • Assist Business Unit managers and Learning & Development (L&D) Department with discussions regarding work related and post graduate study aid (candidate approval) as well as the placement of learners and graduates.
   • Facilitate delivery on L&D needs through companywide programmes and putting interventions in place in consultations with L&D to address those needs that cannot be addressed through generic programmes.
   • Ensure that the HR team continuously develops and has the right skills at the right time.
7. Employee Relations
   • Provide sound advice to ensure the organisation complies to best practice and legislative issues.
   • Provide support to HRBPs and line managers in dealing with disciplinary, incapacity and grievance matters.
   • Have oversight of all ER matters in the business unit to enable reporting, the use of best practice and pro-active interventions to curb future employee relations matters.
   • Support the business with matters that have been referred externally for conciliation and arbitration.
   • Pro-actively addressing training needs in consultation with relevant COE.
   • Manage any ER processes with support of the Head of HR in the HR team.
8. Employee Value Proposition
   • Drive awareness of our Employee Value Proposition (EVP) in assigned business units.
   • Participate in the review and evolution of the organisation's EVP offering.

Qualification

Degree or Diploma in Human Resources Management / Industrial Psychology / relevant behavioural science. Postgraduate qualification will be advantageous.

Experience

3 years+ HR Generalist experience. Proven track record of delivering on department wide HR projects.

Skills

• Strong written and verbal communication skills.
• Business acumen.
• Good HR Consulting skills.
• Ability to build and maintain good internal and external relationships.
• Strong negotiation and interpersonal skills.
• Strong presentation skills.
• Strong problem solving and analytical skills.
• Ability to analyse and interpret statistical data / HR analytics.
• Ability to always conduct self in a professional manner.
• Ability to work with individuals and team.
• High degree of self-management, displaying an organised and measured approach to the workload and the clients – strong planning and organising skills.
• Project Management skills.

Competencies

• Collaborates – building partnerships and working collaboratively and inclusively with others to meet shared objectives.
• Client focus – building strong client relationships and delivering client centric solutions.
• Drives results – consistently seizing opportunities and achieving results even under tough circumstances.
• Flexibility and adaptability – rebounding from setbacks and adversity when facing difficult situations.
• Cultivates Innovation – Creating new and better ways for the organisation to be successful.
• Courage- The ability to respectfully challenge the status quo.
• Manage complexity – The ability to simplify complex problems for others and manage conflicting priorities.
• Ensures Accountability- Holds themselves to a high standard of accountability but also drives a culture of accountability in the department.
• Plans and aligns – The ability to manage priorities and align People needs with business objectives.
• Interpersonal savvy – The ability to work with others. Shows empathy when dealing with difficult issues.
• Stakeholder management – The ability to manage and partner with external and internal stakeholders.

Knowledge And Skills

• Strategic Planning.
• Drives transformation and change organisational design and development.
• Risk and Governance Management.
• Leading others and resource management.

Personal Attributes

• Organisational savvy - Contributing through others.
• Decision quality - Contributing through others.
• Drives engagement - Contributing through others.
• Business insight - Contributing through others.

Core Competencies

• Cultivates innovation - Contributing through others.
• Customer focus - Contributing through others.
• Drives results - Contributing through others.
• Collaborates - Contributing through others.
• Being resilient - Contributing through others.

Build a successful career with us We're all about building strong, lasting relationships with our employees. We know that you have hopes for your future – your career, your personal development and of achieving great things. We pride ourselves in helping our employees to realise their worth.

Through its five business clusters – Sanlam Fintech, Sanlam Life and Savings, Sanlam Investment Group, Sanlam Allianz, Santam, as well as MiWay and the Group Office – the group provides many opportunities for growth and development.

Turnaround time The shortlisting process will only start once the application due date has been reached. The time taken to complete this process will depend on how far you progress and the availability of managers.

Our commitment to transformation At MiWay we believe in cultivating a positive and dynamic working environment that gives you freedom and opportunity to succeed. MiWay is committed to transformation and embracing diversity. This is what drives us to achieve a multicultural workplace with employment equity as a key goal to create an inclusive workforce, reflective of the demographics of our society.

Seniority level: Mid-Senior level

Employment type: Full-time

Job function: Human Resources