People & Culture (HR) Manager - Makhanda

The Hiring House; Makhanda; On-site; ZAR 60 000 - 100 000; Full time

Job summary

An established industry player is seeking a seasoned HR professional to drive strategic initiatives within the People & Culture function. This role involves creating annual operating plans, collaborating with leadership on key trends, and ensuring compliance with HR legislation. The ideal candidate will have extensive experience in organizational development, team management, and change management, fostering a high-performance culture. Join a dynamic team where your expertise will shape HR strategies and enhance operational efficiencies, making a significant impact on the business's success.

Qualifications

• 8-10 years of generalist HR experience with a focus on strategic planning.
• Experience managing teams and building HR capabilities in a research institution.

Responsibilities

• Create and implement the People & Culture operating plan aligned with business objectives.
• Lead change management initiatives and support performance management strategies.

Skills

Organizational Development

HR Metrics

Strategic Planning

Team Management

Change Management

Performance Management

Employment Equity Compliance

Education

Honours Degree in HR or Industrial Psychology

Tools

HR Systems

Job description

Interpreting, implementing, and communicating the People & Culture strategic direction to assist in integrating the people operating plan with business unit strategy.

1. Create an annual People & Culture operating plan aligned with the business unit’s purpose and strategic objectives.
2. Collaborate with business leaders to identify key trends, shifts, or issues affecting people and strategy delivery.
3. Contribute to strategic sessions, providing insights based on business knowledge.
4. Support senior leaders on organizational development and people issues.
5. Conduct organizational diagnosis, facilitate design, and advise on operating models and structures with guidance from the Organisational Development CoE.
6. Build relationships with internal and external stakeholders to understand operational impacts.
7. Guide leaders on people management principles and processes.
8. Act as a liaison between CoE functions and the business.
9. Ensure collaborative service delivery within the Business Unit and People function.
10. Influence managers to promote Employment Equity and ensure compliance with EE Act, participating in EE Committees.
11. Support leadership in performance management initiatives and align L&D to business strategies.
12. Translate business talent requirements into actionable HR strategies.
13. Validate talent pipeline and succession plans with line managers.
14. Partner with senior leaders on senior appointments.
15. Lead change management initiatives for business rollouts.
16. Embed Employee Value Proposition into People & Culture practices.
17. Maintain effective relationships with the workforce and unions.
18. Manage the People & Culture budget within allocated resources.
19. Compile and coordinate HR reports for leadership.
20. Analyze and report on HR data, ensuring data integrity.
21. Monitor HR practices continuously at the business level.
22. Promote sound performance management and transformational leadership.
23. Develop and coach People Partners to enhance strategic partnership capabilities.
24. Foster a culture of accountability, agility, collaboration, and results.
25. Drive a high-performance culture within the team and business unit.
26. Support line managers in building capability to manage talent effectively.
27. Assist in driving learning and development to improve operational efficiencies.
28. Ensure consistent application of HR policies and standards across the business unit.
29. Attend to CCMA matters as necessary.

Key Requirements

Qualification:

• Honours Degree / Post-Graduate Qualification in HR-related or Industrial Psychology field (NQF 8).

Experience:

• 8-10 years of generalist HR experience.
• 3-5 years managing a team and building HR capability, preferably in a research institution.
• 3 years of experience in strategic planning and execution.
• Experience with HR Metrics and leading HR functions in a unionized environment.
• Organizational Development expertise and ability to engage with leadership.
• Experience facilitating group sessions and driving organizational change.

Knowledge:

• Comprehensive knowledge of LRA, BCEA, EEA, and HR legislation.
• Familiarity with HR systems and databases.