Human Capital General Manager

Reporting Structure : MD & HR Division Head
Direct Reports : 5 x HR Manager

Missions : The Human Capital GM is responsible for overseeing all aspects of HR functions, providing expert HR guidance and direction on complex processes and compliance issues associated with recruitment, hiring, onboarding, performance evaluations, performance management, labor and employee relations, compensation, benefits, leave management, and separation.

This role will be responsible to manage the dedicated 5 HR managers team. The Human Capital GM will be reporting to the MD and the HR Divisional Head.

Qualifications :

1. Bachelor's degree in organizational development, Human Resources, Business Administration, Training and Development, or related field required.
2. Or any equivalent combination of education and experience which provides the required knowledge, skills and abilities to perform the essential functions of the position.
3. Experience in Industrial / Manufacturing / Logistics environment required.
4. Minimum ten years' progressive experience in human resources, with emphasis in labour and employee relations, organizational development, engagement, compensation and benefits, talent acquisition and HRIS with five years in a managerial role.

Work experiences :

1. A diversified working knowledge of all human resource functions.
2. Knowledge of SA laws, Industrial relations, Human Resources, and Compensation & benefits, project management.
3. Previous work experience in both union, bargaining council and non-union work environment.
4. Ability to establish and maintain effective working relationships with employees and leaders.
5. Ability to manage sensitive and confidential issues.
6. Exceptional written and verbal communication skills and able to communicate effectively with a diverse population.
7. Proven ability to manage multiple priorities and multitask or re-prioritize as needed in a fast-paced environment.

Key Responsibilities :

1. Directly oversee the functions, outcomes and performance of Talent Acquisition, Employee & Labor Relations, Organizational Development (payroll, and systems are centralised).
2. Work collaboratively with HR leadership and partner to understand and prioritize the critical business challenges.
3. Provide critical feedback to the Managing Director to ensure continuous performance and process improvement with respect to programs, policies, practices, and processes associated with meeting the strategic and operational goals.
4. Supervise human resources activities in the department, delegating tasks and projects as appropriate, and ensuring the work is done in compliance with policies and procedures.
5. Continuously review scope of activities necessary to successfully complete operations in HR domain; ensure new mandated processes and systems become embedded into procedures, refining as necessary.
6. Provide direction to the team such that all on-going HR processes for hiring, payroll, leave management, benefits management, and labour relations as well as other cyclical activities are completed on time and accurately.
7. Drive collaboration across the organization to identify needs and develop scalable solutions.

Key Performance Areas :

1. Strategic HR Leadership : Collaborate with the executive team to craft and implement HR strategies that align with the company's vision, resulting in a streamlined HR function and enhanced business performance.
2. Organizational Effectiveness : Create and execute strategies to optimize organizational structures, including role redefinitions and job profiling, leading to increased productivity and alignment with strategic goals.
3. Talent Development : Develop and manage a comprehensive talent management program, including talent acquisition, onboarding, and leadership development.
4. Performance Management : Lead the redesign and implementation of a performance management system, including the development of performance metrics and short-term incentive schemes.
5. Employee Relations : Address and resolve complex employee relations issues, including disciplinary actions, grievances, and incapacity procedures.
6. Digitization Strategy : Champion the adoption of digital HR solutions, including TalentSoft for talent management and VIP for payroll processing.
7. Budget Management : Manage the HR department budget, including planning, forecasting, and monitoring expenses.
8. Employment Equity : Develop and implement comprehensive Employment Equity Plans, fostering a diverse and inclusive workplace.
9. Learning and Development : Oversee the Learning and Development function, ensuring alignment with organizational goals.
10. Compensation and Benefits : Lead the Compensation and Benefits function, ensuring competitive and equitable salary structures.