People and Culture Manager

OVERALL PURPOSE

To build a performance culture for the business, that engender the brand as an employer of choice. A brand that gives every employee an opportunity of their life time to find meaning in what they do.  To plan, design and develop high impact human resources interventions and practices in support of key business outcomes. To lead strategic workforce plans, performance management, talent assessments, and compensation and industrial relations. Drive and lead business productivity and profitability through HR interventions by specifically building leadership and technical capacity at all levels within the company.  Manage strategic human resources risk throughout the whole human resources value chain. At this level the incumbent operates outside of their experience paths while leading others operating beyond theirs as well. Humility is a desired characteristic at this level; recognize that others have specialized expertise indispensable to success. A modest view of one's own importance helps underscore an essential ingredient to foster cooperation across organizational boundaries. Even the most humble person needs to guard against an imperceptible inflation of ego when constantly exposed to high levels of attention and opportunities.

 

MAJOR RESPONSIBILITIES

• Researches and advises on best practice in performance management policies and processes to improve on organisational performance and effectiveness;


• Develops, implements and reviews Human Resource strategies, policies and procedures in support of the entire company’s business strategy;


• Develops and implements employee performance related remuneration throughout the business


• Manages industrial relations risk throughout the organisation.  Manages industrial relations in the company and is responsible for maintaining employee discipline. The incumbent is the custodian of the company Code of Conduct and is responsible for the development, review and application of the same;


• Coordinates the activities of workers committees and works council (and any other communication and negotiation forum) with the objective of ensuring a harmonious work environment;


• Develop a current workforce plan anchored on the business strategy in the short, medium and long term


• Establishes policies to ensure adequate management development and to provide for capable management succession


• Build an employer the gives employees a chance of their lifetime; to experience meaningful experience in their jobs. 


• Review and align organizational culture to changing business demands.

 

EXPERIENCE

• 7 Years at senior managerial level


• Degree in social sciences or commerce