Persal Controller: Persal And Establishment Control

Western Cape Government; Cape Town; On-site; ZAR 420,000 - 540,000; Full time

Benefits offered by this job

Medical assistance

Housing assistance

Pension-fund contributions

Job summary

Western Cape Government seeks a skilled Payroll and Establishment Controller with a 3-year qualification and at least 3 years in payroll and people management. You will manage PERSAL systems, handle establishment control, and provide guidance on remuneration and policy implementation.

The role involves analysing complex HR and system queries, supporting organisational changes and ensuring compliance with prescripts.

Qualifications

• 3-year tertiary qualification or equivalent required.
• Minimum 3 years Payroll and people management experience.
• Knowledge of HR legislation, policies and prescripts is expected.

Responsibilities

• Update and maintain the PERSAL system and provide PERSAL training.
• Administer Establishment Control functions including org structures and Job Evaluation.
• Analyse and verify PERSAL management, audit and compliance reports.
• Provide expert advice on policy implementation, remuneration matters and system changes.

Skills

Analytical thinking

Problem solving

Planning

Organising

Report writing

Communication

Education

3-year tertiary qualification (National Diploma/B-Degree)

Tools

PERSAL

Job description

Minimum Requirements

An appropriate 3-year tertiary qualification (National Diploma/B-Degree or equivalent qualification); A minimum of 3 years Payroll and people management experience.

Recommendation

None

Key Performance Areas

Update and maintain the PERSAL system and facilitate PERSAL training, System Change Control (SCC), audit of PERSAL transactions and coordination of system enhancements. Administer Establishment Control functions, including organisational structures, personnel implications, Job Evaluation implementation and Matching and Placing processes. Administer PERSAL user access functions and system security controls. Compile, analyse and verify PERSAL management, audit and compliance reports. Serve as a specialist practitioner responsible for both PERSAL and Establishment Control functions, providing expert advice on policy implementation, organisational structures, personnel implications, remuneration matters, system functionality and complex departmental enquiries. Analyse and resolve complex personnel, remuneration, establishment and system-related enquiries; assess the impact of legislation, policies and prescripts on system functionality; and support the implementation of system enhancements and organisational changes. People Management..

Competencies

Knowledge in the following: Competencies: Knowledge of Human resource management legislation, policies and prescripts; Public Service Regulations and Labour Relations Act; remuneration codes and practices; PERSAL system functionality; Establishment Control and organisational structure administration; personnel implications administration; financial administration prescripts; and the interpretation, application and implementation of policy within the environment.

Skills: Numeracy and literacy; computer literacy; analytical thinking; problem solving; planning and organising; report writing; research and information analysis; presentation and facilitation; conflict resolution; communication; policy implementation and assessment of system impacts

Remuneration

R -R per annum (Salary Level 8)

Note on remuneration in addition service benefits or obligations for qualifying employees (medical assistance, housing assistance, pension-fund contributions, etc) are funded or co-funded in terms of the applicable prescripts or collective agreements.

Notes

Shortlisted candidates will be required to attend interviews on a date and time determined by the department and will be required to submit duly completed and signed vetting and supporting documentation within the timeframe communicated by the WCG and prior to the interview date. Failure to provide the required duly completed and signed vetting and supporting documentation within the prescribed timeframe, without reasonable justification, may result in the shortlisted candidate not being considered further in the current recruitment and selection process.

All shortlisted candidates shall undertake two pre-entry assessments. One will be a practical exercise to determine a candidate’s suitability based on the post’s technical and generic requirements and the other must be an integrity (ethical conduct) assessment. The selection process will be guided by the EE targets of the employing department.

d in the advert.