HR Head

at Job Search
Location Johannesburg, South Africa
Date Posted Feb 11, 2021
Category HR & Recruitment Jobs
Job Type Full-time


Key Tasks & Accountabilities

•Responsible for performing HR related duties on a professional level and works closely with senior management in supporting designated geographic regions.
•Develop and implement HR Strategy and solutions to achieve strategic business initiatives and deliver results
•Oversee the delivery of the learning and development programme
•Manage and implementation of HR and corporate policy / processes including compensation and benefits by facilitating senior management buy-in and ensure management awareness and staff communication processes are in place through handbooks and relevant tools.
•Play a lead role in structural and organizational changes within the relevant business area, workforce planning, and succession planning.
•Leads the implementation of the performance management system that includes performance development plans (PDPs). Establishes an in-house employee training system that addresses company training needs including training needs assessment, management development, production crosstraining, the measurement of training impact, and training transfer.
•Performs the full recruitment cycle entailing workforce planning with management, sourcing for internal and external talent, interviewing candidates, scheduling interviews, and coordinating the hiring process.
•Responsible for the timely and accurate submission of all payroll cycles; ensures pay and deductions are accurate and compliant.
•Responsible for all HRIS data integrity; executes scheduled and unscheduled reporting as required by management to support business operations.

Key Performance Indicators

Strategy Formulation and Implementation

•Formulate the Human Resources strategy, in line with the Business strategy, and ensure implementation thereof.
•Develop the Human Resources Team’s Business Objectives and ensure that the objectives are met.
•Ensure an appropriate Change Management and Communication strategy at all staff levels.
•Develop an equity transformation strategy with the Exco. Ensure communications and actions align with the strategy and administer and monitor all aspects of the implementation.

Governance; Risk Management; and Reporting

•Ensure compliance to all statutory requirements.
•Ensure organisational policies and procedures are constantly and continuously reviewed and/or updated, as well as consistently adhered to.
•Identify and evaluate the risks to the organization's people component and implement measures to control risks.
•Pro-actively action and minimize business risks.
•Ensure meaningful feedback/reporting to the
•Executive team, monthly, regarding HR performance.

Operational Delivery

•Oversee the efficient and effective day-to-day operation of the Human Resources team/Business Unit, as “One HR Team”
•Drive an organisational performance culture that aids the organisation’s overall growth targets and strategy.
•Monitor programmes that engage and motivate the organisation and its employees.
•Ensure that a performance-based talent and succession planning pipeline is implemented throughout the organization, with special focus on the 2 levels of leadership; namely, the Officers and Executive levels, and transformation.
•Ensure that the organisation and individual growth are supported through the strategic development, planning, implementation and co-ordination of Learning and Development interventions.
•Ensure that the Human Resources objectives and business outcomes are aligned to the organisation's mission and reflect the priorities of the Board.
•Oversee the planning, implementation, execution and evaluation of Human Resources special projects
•Partner with the organisation’s C-suite to prepare a comprehensive budget; compiling an annual budget for the Human Resources Business Unit based on strategic business needs

Best Practice and Market Benchmarking

•Benchmark Human Resources service delivery with best practice.
•Identify gaps and/or opportunities for improvement within the Human Resources services and people practices, in line with the continuous improvementprinciple.
•Monitor the service delivery from the respective Human Resources Managers, by obtaining feedback from internal customers, as part of their 360 degrees feedback and evaluation that service delivery is acceptable as well as meets internal customer requirements
•Monitor projects and initiatives, as well as the achievement of deadlines/delivery requirements for each of the Human Resources specialist functions areas.
•Introduce initiatives to address the standard of service delivery.

People Management

•Oversee the activities of the Human Resources team to ensure effective delivery of business objectives, in a professional manner and as “One HR Team”.
•Develop a high performing team by embedding formal performance management process and coaching, as well as encouraging frequent knowledge sharing between team members.
•Determine and analyse development needs for the team and ensure that identified training requirements budgeted for and executed.
•Interview and recruit new members of the team, including determining appropriate compensation levels, in line with the organisation’s policy.
•Create effective workforce and recruitment demand plans to ensure that current and future business requirements can be met.
•If required, initiate disciplinary processes for team members.
•Resolve grievances raised by team members and escalate them, if required.
•Address poor performance of any team member, through the formal Performance Improvement Programme and ensure that continued poor performance is appropriately dealt with.
•Motivate team members and ensure that their efforts are recognised.


Internal Relationship

•Bryte Executive team and Heads of department Member of Operations Senior leadership Team

External Relationship

•Current and potential suppliers
•Market and industry bodies (global/regional)


Qualifications & Experience


•B Degree in Social Science or equivalent NQF Level 7 qualification – Human Resources/ Industrial Psychology Major preferred.
•MBA is advantageous.


•A minimum of 8 - 10 years of broad and progressive HR experience with a proven track record as a business partner who effectively collaborates with functional specialists,
•management and leadership.
•A minimum of 5 years’ experience in people management.
•Human Resources Strategic Leadership and Executive experience
•Extensive experience working with senior leadership teams

Behavioral Competencies

•Relationship Building
•Deadline Driven
•Emotional Intelligence

Technical Competencies

•Organisational Development and Design
•Talent Management and Succession Planning
•Regulatory Governance and Compliance (Labour; Employee Relations and Transformation)
•Organisational Culture Enhancement
•Business Partnering/Consulting

Leadership Competencies
Leading Change

•Strategic Thinking
•Driving Performance
•Commercial Insight/ Business Acumen
•Developing Others

Knowledge and Skills required

•Strong business acumen and proven learning agility
•A self-starter with the ability to adapt interpersonal style and influence effectively at all levels in the organisation
•Demonstrate tact and diplomacy
•Demonstrated analytical and problem-solving ability
•Strong Excel and HCM capabilities
•Experience with people data analytics and proven ability to influence with data
•Ability to maintain strict confidentiality, establish trust and credibility and act with complete integrity
•Strong HR background (organisation development, employee relations, compensation, management development andcoaching)
•Experience advising and counseling managers on how to identify and attract key talent, develop succession plans, utilise recognition and rewards to incent behavior, and help managers drive performance improvementand career growth within their teams
•Ability to influence and partner with different levels of the organization
Expert knowledge in the local laws and regulations,

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