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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 needsEnable people to perform-and-develop in their roles (build relationships doing-and-thinking together)Build the organisation's people power and capabilitiesYou will manage 1 X People AdministratorResponsibilities:RecruitmentPartnering with department heads and coaching hiring managers in:Scoping role needs proactivelyCo-developing and updating job descriptions (incl. person specifications)Interpreting roles framework and remuneration policy as well as employment equity priorities and obligationsDeveloping attractive job adverts clearly articulating employee value propositionLeading & managing focused sourcing / searching and outreach for key rolesIdentifying, building relationships with, and managing recruiting service providers and agenciesManaging 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 contractorsMaintaining & updating roles framework and associated remuneration frameworkOnboardingPartnering 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 belongingIntegration into work productivelyPurposeAcross the following phases: Pre-boarding, Early onboarding, In-boarding, Off-boardingSupervising the induction procedure managed by People AdministratorCo-creating the conditions that retain employees and enable them to perform-and-develop in their rolesPartnering 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 togetherSupporting employee wellbeing (including by managing service providers)Employees' engagement with relevant information, communications, mutual recognitionManagers' holding regular (weekly-fortnightly) one-on-one performance-development conversationsAnnual one-on-one performance-development review conversationsManagers' guiding employees' & teams' informal learningManagers' 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 appropriateInterpreting, 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 employeesCoordinate:Monthly org-wide staff meetingsTwice-annual staff retreatsManaging employee information for decision-making and risk mitigationManage:People (HR) Information Systems and service provider, incl. staff Self-service portalDemographics for employment equity reportingRecords, incl contracts, disciplinary records, etc.Leave policy & procedure (realised through Employee Self-Service)Payroll service provider (w. Finance Department)Employee engagement & learning platform & service providerLabour relations service providerManaging generally in service of the aboveBudget & expenditure: Budget appropriately & accurately for the department/function and manage expenditure responsiblyPolicies: Maintain, update, and guide development of policies related to the above and more broadly to talent, roles, and remunerationService providers: Identity, build relationships with, manage, and leave relationships with service providers as appropriateGeneral: Contribute as an equal member of Manco (broad management group)Requirements:Minimum 5 years relevant professional experience including leadership development, change management and organisational developmentRecruiting experience preferredPeople & team management experience & insights strongly preferredClear orientations in practice to Employees as people (human beings) playing roles in complex organisational & wider contextsPeople & team managers as primarily responsible for managing people-in-roles, their performance-development, and associated decision-makingTalent and/or People function as focused on collaborating to create the conditions for success — more than administration, compliance, risk management etcClear curiosity and track record of learning, including openness to & appetite for feedbackDemonstrated ability to see & realise the big picture while attending to detailsProfessional communication skillsAdvantageous: familiarity with (and experience of) “systems thinking” and/or approaches to complexityThe number of jobs in each salary range for all:#J-18808-Ljbffr