These jobs were popular with other job seekers The Human Resources Manager contributes to the development and attainment of the business strategy, by developing the People agenda and developing an organisational wide Human Resources strategy that enables the achievement of the organisational strategic objectives through people. The position embeds Talent Acquisition, Performance Management, Succession Planning, Learning & Development, Remuneration, Payroll, Employee Relations and Employee Wellness practices as well as drives the demonstration of behaviours that align with Sopema values. This role is accountable for the delivery of all HR services within the business. It supports the entire business with end-to-end people management practice execution, as mentioned above.  The role works closely with Managers to ensure the delivery of a positive employee experience, execution of business strategic goals, and reward and consequence management as necessary. Duties & Responsibilities Sets the People agenda and HR strategy for Sopema, working with the management team to align and enable departmental goals. Translates business strategies and issues of the business and drives human resources practices and processes that will create an effective organization through an effective Operating Model, Organisation Structure, and Workforce Management Strategies to ensure that the organisation has the right skills and capacity for current and future business needs. Maintains a positive People Balance Sheet for attainment of financial sustainability in the organisation through effective oversight for each Department’s headcount, learning & development activities as well as talent de-risking. Sets the direction for embedding effective performance management architecture and chairs Sopema Performance Management governance structures, including performance calibration to determine applicable reward structures in each performance year. Drives effective decision making in the organisation through robust HR Analytics and on-time data availability Oversees development and deployment of programmes and mechanisms to socialize, promote and measure the employee behaviours to embed a positive Sopema culture Drives culture of innovation and excellence across the Organisation through oversight for implementation of Knowledge Management Defines the Employee and Employer Value Proposition for Sopema that attracts the right talent in and outside the Organisation and ensures its realization through HR Sets the direction for the development and embedding of Job Family management structures in order to identify current, scarce, critical and emerging skills for the continued sustainability of the Organisation. Oversees the development and execution of talent acquisition strategies and is accountable for the approval of all appointment’s approvals across the Organisation. Oversees and accountable for the Talent Management Committee that conducts annual talent reviews in order to identify and manage the various talent groups accordingly within the company. Sets the strategic direction for the development of remuneration and reward philosophy for the Organisation, in order to drive beyond pay and regular employee recognition mechanisms that enable a high performance organisation. Directs development and implementation of remuneration strategies that ensure internal equity within the business Sets the direction for development of a total rewards program and pay-lines. Sets the strategic direction of the development of Learning & Development philosophy and strategies for the Organisation in order to ensure a balanced method of developing staff. Provides vision and leadership to the various components of learning & development throughout the organization in order to maximize team performance, operational effectiveness and the achievement of strategic objectives. Holds departments accountable for the execution of L&D plans in line with allocated budget. Aligns learning & development investment to Sopema strategy through monitoring of ROI on all lerning & development expenditure by the Organisation. Sets the strategic direction and tone for the cultivation of a positive working environment, conducive to the development of an integrated team, by managing relations with staff, acting as the organisation’s chief advocate and sponsor of the organisations’ terms and conditions of employment. Provides counsel and support on issues relating to staffing, classification and compensation, benefits, employee learning & development, conflict resolution and safety issues to other Managers and all levels of employees throughout the Organisation. Sets the strategic direction for the design, implementation, monitoring, evaluation and reporting on employee assistance and wellness programmes for prevention, protection and promotion of the health of self and others. Accountable for resourcing the Human Resource function with capable and competent staff members, charged with executing business strategy and maintaining operational integrity. Holds first line managers accountable for managerial work, including selection, performance management and talent management. Accountable for the management of talent and succession pipeline. Manages service delivery through the teams. Oversees effective deployment of systems and tools to ensure that knowledge is managed efficiently for continuous improvement. Recognizes and rewards high performance; respects and promotes diversity Leads the development and administration of the department budget; approves the forecast of funds needed for the department and; develops and implements measures to analyse and improve organizational efficiencies. Influences events in order to optimize organizational resources and achieve System goals. Drives consistent and equitable administration, interpretation and compliance with Sopema policies, administrative regulations, statutory laws and regulations relating to human resources. Drives awareness and competence on relevant labour regulations, policies and guidelines amongst Sopema staff and management. Accountable for delivery on skills development targets Oversees development of clear guidelines and build a mechanism for business support, early detection and resolution of Statutory, Regulatory compliance requirements. Accountable for a clean HR audit, risk and compliance across Sopema Identifies and mitigates the top 5 HR risks in the business. Desired Experience & QualificationQualifications: Matric Diploma/ Degree in Human Resources or Industrial Psychology FAIS and RE-5 an advantage Experience: 5 years of HR generalist experience preferably from financial services environment   Proven record of successful management of an HR portfolio/department Sound knowledge of the various Acts and legislative requirements including BCEA, EEA, Skills Development Act, LRA etc High level of communication skills (verbal & written) Must be well organised and able to work under pressure Business Acumen Ability to coach and guide management & staff Understanding of remuneration and benefits, including structuring of salaries Sound understanding and knowledge of payroll systems Good understanding of talent management best practices and processes, including Learning & Development Knowledge and understanding of Employee Relations and the relevant Acts Decision making & Problem Solving Skills Ability to build valuable relationships with relevant stakeholders Ability to build a conducive culture for the business to succeed Listening and outstanding communication skills Package & RemunerationBasic Salary : R15 000 - R20 000 Other Sectors & Industries These jobs were popular with other job seekers#J-18808-Ljbffr