Human Resources Manager

We provide meaningful careers that connect people with purpose. We are united by a common purpose of providing the best and safest care; and by our shared values of Care, Truth, Participation, Compassion and Dignity. Netcare invites you to be part of our journey. ROLE SUMMARY The incumbent will be tasked with providing an effective and efficient HR service within the business unit, which includes and is not limited to: Participate as a credible business partner by developing human resources solutions that add value to the business units' core strategic focus areas. Leveraging and managing HR knowledge to build talent and increase employee commitment. Advising, coaching and supporting Line Managers on the implementation of HR processes and solutions. The successful candidate will form part of the business unit EXCO Management team. KEY WORK OUTPUT AND ACCOUNTABILITIES CONSISTENCY OF CARE Organisation Design and Process Engineering • Coordinate and integrate parallel and intercepting workflows, processes and systems to eliminate duplication, and to achieve optimal efficiency and quality outputs across the Business Unit and/or Area in support of adding value to customers.• Risk Management and Industrial Relations • Understand the interdependencies and barriers between processes, and be mindful of the impact of various workflows, processes and systems pathways on each other. • Serve the Business Unit as a competent technical representative in arbitration cases, researching and preparing documentation to support the Business / Employer position. • Proactively advise and educate managers and employees on how to address IR issues such as employee performance, employee conduct and inappropriate interpersonal actions to pre-empt and prevent escalations and formal actions. • Manage, mediate and resolve conflicts, grievances, confrontations, or disagreements in a constructive manner to minimise negative personal impact. • Ensure audit compliance in respect of the Human Resource function at Business Unit level. • Facilitate local shop steward meetings and discussions. Personnel Administration • Ensure adherence to all personnel administration policies, processes, systems and procedures; ensuring that personnel records are accurate and up to date. • Ensure that all standard and non-standard personnel administration queries and work requests are resolved efficiently and effectively with the required SLAs and turnaround times. TRANSFORMATION OF OUR SOCIETY Transformation • Influence the implementation of all transformation strategies including Employment Equity (including BEE), Skills Development and People's Development, HIV/AIDS, Social Development, and Corporate Social Investment, through establishing and maintaining Workplace Transformation Committees (WTC). Transformation targets • Ensure achievement of transformation goals as set out by the Transformation Committee.• Demonstrate a satisfactory knowledge of targeted recruitment and selection practices for senior supervisory and managerial positions (C4 and above - Unit Managers and specialist staff) to advertise vacant positions, to shortlist suitable candidates and to conduct structured/ standard interview for recruitment purposes. • Maintain effective working relationships with local learning institutions and recruitment agencies to expand pool of candidates. • Leverage referrals through employee referrals, tertiary institution open days, overseas recruitment and through other marketing strategies. Talent Management • Develop succession plans for key/ critical positions in the Business Unit (at different levels) to understand leadership and skills gaps and appropriately manages talent flows in the business to ensure that there is a pool of talent available. • Take active steps to identify and prioritise critical capabilities and talent requirements and support line management in recruiting for talent with a longer term vision. • Support the development and retention of talent by ensuring that identified talent is effectively utilised and developed through managed work/action learning assignments and coached performance. Knowledge of Remuneration and Reward Practices • Effectively apply knowledge of organisational pay structures, pay scales and salary ranges for managerial and non-managerial levels (excluding senior management / executives) to oversee the preparation and final validation of HR Payroll information for the Business Unit and/or Area of operation. • Understand compa-ratios to effectively manage and appropriately reward individuals across the pay range. • Understand the difference between financial remuneration packages, direct benefits, financial and non-financial incentives and implement these in line with specified remuneration and reward policies and practices. • Actively encourage and motivate line to drive employee recognition programmes or initiatives through demonstrating the link with staff engagement and commitment. Culture and Change Management • Guide and motivate others to take action in supporting organisational change. Translate and manage the change effort into a step by step implementation plan for the Business Unit or Area that outlines day to day activities that assist others in moving forward. • Align work systems and processes. Create or adjust systems or processes to support change in a way that reduces complexities, contradictions, or paradoxes. • Shape and redirect team and group priorities to reflect the organisation's new focus. • Anticipate and manage change reactions. • Anticipate how individuals with their own goals, limitations, and concerns to create a development plan that prepares them for the future. • Help others launch the new beginning by articulating the new attitudes and behaviours needed to make the change work and then role modelling, providing practice in, and demonstrating what the change looks like. • Reinforce change by rewarding those behaviours and attitudes that support change.• Foster a learning environment that encourages openness, information sharing, inquiry, and trust. Provide opportunities for continuous adult learning in the Business Unit. • Display an understanding of different learning and development styles and contexts by implementing a blended learning model in the Business Unit that addresses both individual/ group and job level development requirements through appropriate learning delivery channels. • Actively encourage and seek ways to implement on-job coaching/ partnering and mentoring initiatives within the Business Unit and/or Area to support the attainment of both job and learning outcomes with minimal impact to staffing schedules. • Facilitate the end to end training plan for the Business Unit: Business Needs Analysis, Training Needs Analysis, Workplace Skills Plan, and monitor and influence the successful attainment of goals via the Annual Training Plan. • Take responsibility for personal learning to help develop positive and pro-active career and life attitudes, as well as to develop managerial style and a sense of identity. Build effective collaborative relationships • Ensure that the internal client base is educated on all of the service delivery elements of HR intranet and face to face consultations. • Establish networks with the relevant cluster HR specialists to contract delivery against the People Plan of the unit - manage SLA's, contribute to the delivery of solutions where needed. • Liaise with a complex network of stakeholders to ensure business growth and business unit sustainability. • Build strategic inter-departmental relationships to help achieve business goals. • Promote sound staff, learner and stakeholder relationships. Personal and professional development • Assume responsibility for own personal and professional development • Keep up to date with Netcare's