{"id":17295,"date":"2014-04-07T05:02:51","date_gmt":"2014-04-07T03:02:51","guid":{"rendered":"https:\/\/joblistsouthafrica.com\/?p=17295"},"modified":"2014-04-07T05:03:19","modified_gmt":"2014-04-07T03:03:19","slug":"mtn-recruits-hr-partner-opportunity","status":"publish","type":"post","link":"https:\/\/joblistsouthafrica.com\/mtn-recruits-hr-partner-opportunity.html","title":{"rendered":"MTN Recruits HR Partner Opportunity"},"content":{"rendered":"

Job mission<\/strong>
\nTo support line management through the delivery of a professional HR management service to a portfolio of business Units through the establishment and maintanance of a dynamic business partnership. This includes minimising HR risk through ensuring appropriate systems, communication and controls are in place.<\/p>\n

 <\/p>\n

KPA duties<\/strong>
\n*Employee relations<\/strong>
\n\u2022 Facilitation of disciplinary hearings, grievances, and appeal hearings;
\n\u2022 Support and ongoing advice to line management on ER related matters
\n\u2022 Implementation of related processes, policies and guidelines that not only meet legal obligations but to ensure a leading position as an attractive and competitive Employer of Choice
\n\u2022 Facilitate training and communicate ER related process policies and guidelines to line managers
\n\u2022 Advise on ER issues in line with SA law and regulations, company policy and precedents set, taking account of relevant business objectives\/imperatives and industry best practice, in order to minimise legal risks
\n\u2022 Manage and provide timely advice\/solutions for non-compliance issues
\n\u2022 Continually monitor effectiveness and compliance with guidelines
\n\u2022 Reduce CCMA and Labour Court referrals and internal disciplinary hearings to the lowest levels within the business by providing sound advice to both line management and staff;
\n\u2022 Create high level and open communication channels regarding ER issues;
\n\u2022 Conduct all processes in a manner that upholds integrity and all other good governance principles
\n\u2022 Ensure that ER solutions provided fall within the legislative framework and are best Practices that enable the creation and sustainability of a highly motivating and harmonious working environment.
\n\u2022 Analyze data to identify current and emerging trends in the industry to facilitate strategic ER decisions ???
\n\u2022 Advise & Guide Line Managers & Employees on consistent application of the Disciplinary & Grievance Processes<\/p>\n

 <\/p>\n

Human capital movement management (Recruitment, Selection and onboarding of candidates & Exit)<\/strong>
\n? Manage human resource planning (Head count)
\n? Assessing employees\u2019 levels of Competence against the relevant profiles\/frameworks
\n? Compilation of competency based questionnaires to be used in the interview
\n? Implementation of Retention Strategies as approved
\n? Facilitation of the interviews and taking an active role in the overall selection of the candidates
\n? Ensuring appointed candidates are settled with regard to HR related staff i.e. getting the necessary information to make informed decisions on things like funds to belong to, medical aid options etc.
\n? Employee induction and orientation
\n? Manages and implements recruitment and selection processes in line with strategy for the area in such a way that efficiencies are achieved and that the area is optimally resourced, through:
\n– Supporting line management in the selection of staff, ensuring recruits are appropriately profiled for the advertised position
\n– Identify key posts, ensuring that these are suitably resourced to promote the business’ objectives
\n– Respond proactively to changing resourcing needs, exploring opportunities which promote company image
\n– Ensures internal controls are complied with to minimise recruitment risk
\n? Monitors wastage and recruitment trends at portfolio level and where necessary implements corrective action in conjunction with line.
\n? Interprets and implements Divisional manpower plans with a view to operationalising business initiatives effectively.
\n? Facilitates succession planning, particularly influencing decision around key posts and earmarked successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements.
\n? Ensure compliance to set Employment Equity targets (i.e. through Recrutiment etc)
\n? Provides support to line management in dealing with staff exits so that the costs associated with these are minimised
\n? Conducts exit interviews and produces a quarterly report on trends<\/p>\n

 <\/p>\n

Performance and talent Management<\/strong>
\n? Facilitate the implementation of Performance Management Process in the respective Business Units;
\n? Ensure compliance on Integrated Performance Framework (IPF) as per the agreed policies and timelines;
\n? Clarification of roles and responsibilities for both line managers and employees regarding the IPF;
\n? Address resulting gaps identified by implementing appropriate Learning & Development Interventions;
\n? Facilitating the action plans being put to place regarding perfomance improvement for under performers as identified by line management;
\n? Actively Monitor Succession Planning and Ensure the Development of Key Talent;
\n? In close association with Learning and Development staff, perform skills audit and facilitate implementation of the action plans thereof.
\n? Guide and facilitate career path process together line and individual employees<\/p>\n

 <\/p>\n

Organisational Design\/Wellness \/Learning and Development<\/strong>
\n? Participate in the co-design of organisation structures
\n? Have an understanding of how to develop and level Job Profiles in accordance to MTN Methodology
\n? Coordinate all OD, ER , culture alignment and Learning & Development interventions and any other approved interventions
\n? Ensure fair and equitable pay structures within the BU
\n? Management of BU organisational structures and manpower balancing
\n? Facilitation of feedback sessions (focus groups) regarding surveys and other any other Organisational Development intervention, feedback and proposed way forward;<\/p>\n

 <\/p>\n

Data Integrity Accountability<\/strong>
\n\u2022 Generation of all required reports
\n\u2022 Maintain the integrity of files so that all information is present and correct
\n\u2022 HR Master Data,
\n\u2022 Management Information\/Reporting<\/p>\n

 <\/p>\n

Human Resources policies and procedures<\/strong>
\n? Communicate and educate the Business units on all HR policies, procedures and processes
\n? Provide advice and ensure compliance on HR policies, procedures and processes i.e. Employee Relations, Recruitment, etc.<\/p>\n

 <\/p>\n

Relationship Management<\/strong>
\n? Participate in the sourcing of external Service Providers (i.e. Recruitment agencies etc).
\n? Establishes a business partnership through advising and supporting the line on matters, which have an influence on the HR component of the business.
\n? Undertakes and participates in interventions (e.g. workshops) to transfer HR knowledge to the line, so that managers are suitably equipped to maximise HR capacity in their areas of responsibility.
\n? To promote and ensure fair employee practices and people culture development
\n? To facilitate and promote a positive climate of mutual trust and respect<\/p>\n

 <\/p>\n

Remuneration<\/strong>
\n\u2022 Support line management on remuneration issues related to the day-to-day management of staff, as well as other more specific initiatives such as ‘key staff’;
\n\u2022 Manages remuneration costs in relation to the contribution to business objectives ( includes being up to date with the latest information through published salary surveys and other related sources) ;
\n\u2022 Through payroll processing area, ensures an efficient payroll service to line ;
\n\u2022 Monitors overtime trends and if necessary implements corrective action .<\/p>\n

 <\/p>\n

Educational requirements<\/strong>
\nEducation:
\n\u2022 Degree or Diploma in HR\/Industrial Psychology
\nExperience required<\/strong>
\nExperience:<\/strong>
\n? 2-3 years experience as an HR generalist plus HR Administration.
\n? Experience in the ICT sector advantageous.
\n\u2022 Solid knowledge of HR policies, processes & procedures<\/p>\n

 <\/p>\n

Skills required<\/strong>
\nCommunication
\nInfluencing
\nAnalytical
\nJudgment
\nStrategy implementation
\nCulture & change management
\nConsulting
\nWorkforce Planning
\nSystem & process implementation
\nHR Administration
\nDevelopment of strategy
\nBusiness process understanding
\nFinancial acumen
\nPlanning, organizing & control
\nFacilitation
\nOrganization design
\nDevelopment of HR policy
\nKnowledge of HR systems & metrics
\nOther information
\nReference No: HRBP
\nPosition Type: Contract – Limited
\nAffirmative Action: Open to All<\/p>\n

 <\/p>\n

Salary:<\/strong>
\nAdditional: \u2022 Labour Legislation (BCEA, EEA, LRA, COIDA, SD Act) etc competence
\n\u2022 Business Culture and Practices
\n\u2022 Employee retention
\n\u2022 Employee relations
\n\u2022 Perfomance improvement and appraisal
\n\u2022 Staff mobility administration
\n\u2022 Exit Management
\n\u2022 Learning and self management
\n\u2022 Manpower \/workforce planning
\n\u2022 Computer skills and literacy.<\/p>\n

 <\/p>\n

Behavioural qualities:<\/strong>
\n\u2022 Adherence to the MTN Values, ethics and resilience behaviors and team player
\n\u2022 Assertive \u2013 being tough when necessary without fear or favour
\n\u2022 Courage and conviction \u2013 challenging the status quo and breaking down silo barriers to performance, and overcoming resistance to change
\n\u2022 Results orientated and resilience
\n\u2022 Proactivity \/ initiative \u2013 to introduce ongoing changes to maximise productivity and influence the future
\n\u2022 Focused and priority driven \u2013 staying focused amidst the multiple demands and expectations
\n\u2022 Innovative
\n\u2022 Customer centricity, sense of urgency<\/p>\n

 <\/p>\n

OTHER
\n\u2022 Accuracy and attention to detail
\n\u2022 Highly driven and motivated individual, with strong personal presence, integrity and resilience
\n\u2022 Decisive and action-oriented
\n\u2022 Diplomacy and tact
\n\u2022 Consultative<\/p>\n

 <\/p>\n

How to Apply<\/strong><\/p>\n

Click here to apply online<\/a><\/p>\n

Applications close 08 Apr 2014.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

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