Salary: R58 000 - R65 000 Ctc Per Month (Negotiable) Location: Location: Rosebank - Hybrid, Johannesburg Metropolitan Company is a successful national network of NGO's&Partners realizing quality, affordable early learning for all 3–5-year-olds through scaling a network of providers and achieving specific ecosystem transformations with governments and partners. Purpose: Partner with department heads and collaborate with line managers to create the conditions that: Recruit, onboard, retain and develop the people needs Enable people to perform-and-develop in their roles (build relationships doing-and-thinking together) Build the organisation's people power and capabilities You will manage 1 X People Administrator Responsibilities: Recruitment Partnering with department heads and coaching hiring managers in: Scoping role needs proactively Co-developing and updating job descriptions (incl. person specifications) Interpreting roles framework and remuneration policy as well as employment equity priorities and obligations Developing attractive job adverts clearly articulating employee value proposition Leading&managing focused sourcing / searching and outreach for key roles Identifying, building relationships with, and managing recruiting service providers and agencies Managing candidates' experience throughout (for key roles at least; incl. providing every interviewee with appropriate feedback) Signing off on and offering jobs, then contracting incoming employees and/or independent contractors Maintaining&updating roles framework and associated remuneration framework Onboarding Partnering with department heads and coaching relevant people managers in: Leading and ongoingly fit-for-purpose developing onboarding (incorporating induction) To yield incoming employees' experiences of belonging Integration into work productively Purpose Across the following phases: Pre-boarding, Early onboarding, In-boarding, Off-boarding Supervising the induction procedure managed by People Administrator Co-creating the conditions that retain employees and enable them to perform-and-develop in their roles Partnering with department heads and supporting, guiding, collaborating with, and coaching people managers in: Managers' practicing the company practices that build relationships needed for doing-and-thinking together Supporting employee wellbeing (including by managing service providers) Employees' engagement with relevant information, communications, mutual recognition Managers' holding regular (weekly-fortnightly) one-on-one performance-development conversations Annual one-on-one performance-development review conversations Managers' guiding employees'&teams' informal learning Managers' diagnosing ongoing development opportunities and/or performance problems and then managing these as appropriate (including during probation), incl. but not limited to understanding situations and diagnosing problems accurately specific and/or focused development support if&as appropriate labour relations procedures and processes if&as appropriate (e.g. formal enquiries) Reviewing remuneration and recommending remuneration adjustments if&as appropriate Interpreting, realising, and monitoring compliance with relevant policies and standard employment&workplace legislation, including: Remuneration Policy, Leave Policy, Disciplinary Policy, LRA, BCEA, EEA, OHSA, SDA, and skills development within BBBEE framework (supported by specialised service providers as appropriate) Convene then coordinate a forum for interns and/or inexperienced employees Coordinate: Monthly org-wide staff meetings Twice-annual staff retreats Managing employee information for decision-making and risk mitigation Manage: People (HR) Information Systems and service provider, incl. staff Self-service portal Demographics for employment equity reporting Records, incl contracts, disciplinary records, etc. Leave policy&procedure (realised through Employee Self-Service) Payroll service provider (w. Finance Department) Employee engagement&learning platform&service provider Labour relations service provider Managing generally in service of the above Budget&expenditure: Budget appropriately&accurately for the department/function and manage expenditure responsibly Policies: Maintain, update, and guide development of policies related to the above and more broadly to talent, roles, and remuneration Service providers: Identity, build relationships with, manage, and leave relationships with service providers as appropriate General: Contribute as an equal member of Manco (broad management group) Requirements: Minimum 5 years relevant professional experience including leadership development, change management and organisational development Recruiting experience preferred People&team management experience&insights strongly preferred Clear orientations in practice to Employees as people (human beings) playing roles in complex organisational&wider contexts People&team managers as primarily responsible for managing people-in-roles, their performance-development, and associated decision-making Talent and/or People function as focused on collaborating to create the conditions for success — more than administration, compliance, risk management etc Clear curiosity and track record of learning, including openness to&appetite for feedback Demonstrated ability to see&realise the big picture while attending to details Professional communication skills Advantageous: familiarity with (and experience of) “systems thinking” and/or approaches to complexity The number of jobs in each salary range for all: #J-18808-Ljbffr