COEGA DEVELOPMENT CORPORATION (CDC)
RE-ADVERTISEMENT - UNIT HEAD: TRADE FACILITATION - OPERATIONS UNIT – LOGISTICS SEZ - GQEBERHA PERMANENT - GRADE D4 ACCOUNTABILITY The Unit Head, Trade Facilitation, is accountable to the Executive Manager Operations BU (EMOPS) of the Coega Development Corporation (CDC). MANDATE The Unit Head, Trade Facilitation has the mandate to take responsibility of the day-to-day management of the Trade Facilitation unit of the Coega SEZ, which consists of Investor Services, Customs, Logistics, Maritime Business Activities DESCRIPTION PRIMARY OBJECTIVE
RESPONSIBILITIES AND OBLIGATIONS In executing the above the primary objective of the TFU Head is required to:
EXPECTED OUTCOMES Fully functioning Trade Facilitation Unit;
REQUIREMENTS & QUALIFICATIONS
PERFORMANCE INDICATORS Performance is monitored annually by assessing compliance to Key Performance Indicators identified in a consultative process and contained in a Balanced Scorecard. CDC is an employment equity employer and placement will be in accordance with our Employment Equity Plan. The appointment of candidates is subject to the verification of all their credentials (employment history, educational, financial, criminal and any other checks as may be necessary). Please note that only shortlisted candidates will be contacted, and if you have not heard from us within one month of submitting your application, please consider it unsuccessful. All applications must be forwarded to recruitment@coega.co.za RE-ADVERTISEMENT - REMUNERATION AND BENEFITS MANAGER - CORPORATE SERVICES – HUMAN RESOURCES - GQEBERHA - PERMANENT - GRADE D1 ACCOUNTABILITY The Manager: Remuneration and Benefits is accountable to the Executive Manager: Corporate Services (EMCS) of the Coega Development Corporation (CDC) through the Unit Head: Human Resources of the CDC. MANDATE The Manager: Remuneration and Benefits is mandated by the Executive Manager: Corporate Services to take responsibility for the development, implementation, and management of legally complaint remuneration and benefits practices, processes, procedures and systems. DESCRIPTION RESPONSIBILITIES AND OBLIGATIONS 3.1 Remuneration Policy and Procedures · Develop the Remuneration policy and a total Reward strategy; · Manage the implementation of the approved Remuneration policy and procedures; · Develop, implement and manage legally complaint remuneration and benefits practices, processes and systems; · Builds capacity within HR and management team with regards to remuneration and benefits; · Ensure consistency in the application of remuneration and benefits policies, practices and systems throughout the organization; · Provide information and update both management and employees on company benefits, policies and procedures; · Timeous advising on corporate governance related changes and issues. 3.2 Job Evaluation · Management implementation of Job Evaluation Policy and Procedures; · Facilitate and coordinate the job profiling and evaluation process across the organisation to ensure internal and external equity; · Communicate and educate employees regarding the organisation’s job evaluation system and practices; · Implement and manage job grading structure; · Update and maintain organizational structure and headcount reports. 3.3 Payroll Management · Manage the payroll function and human resources administration as per the required standards; · Develop and manage effective payroll management procedures and systems; · Manage payroll processes, salary reviews and incentive schemes; · Accountable for integrity of data on HR information management system; · Continuous maintenance of HR information management system. 3.4 Remuneration analysis and benchmarking · Undertake benchmarking exercises and assignments in remuneration and benefits practices, job evaluation and annual salary reviews; · Prepare and submit reports on remuneration and benefits benchmarking exercises, and other assignments as required; · Research and develop pay structures based on practices; · Provide an overall view of views of practices and develop a business case for change where deemed necessary; · Critically analyse remuneration and reward practices and provide comparison with organisations in the market; · Maintain effective and efficient relationships with external service providers to improve operating efficiencies. 3.5 Salary Review Process · Manage salary review process under the leadership of the HR Manager; · Recommend salary review guidelines, coordination of the entire process including training, documentation, distribution and consolidation of review spreadsheet; · Prepare schedules for payroll upload and staff letters; · Prepare reports, statistics, graphs and cost analysis. 3.6 Advice and Operational Support · Provide expert and professional advice on all remuneration related issues; · Support in preparing submissions to the remunerations and HR committee; · Conduct ad hoc internal and external benchmarking exercises per position; · Communicate changes in legislative policies and facilitating changes applicable to company processes; · Assist departments with reviewing of job profiles and evaluations thereof; · Manage remuneration projects for the organisation when required; · Periodically review and recommend improvements to employee benefits and schemes; · Provide leave management mechanisms; · Timeous submission of an Employment Equity report and all other legislative requirements; · Execute and implement HR projects/ assignments when required; · Effectively manage and support Wellness programmes. 3.7 Management of HR Integrated Information Systems · Effectively implement HRIS to satisfy the needs of the organisation; · Create monthly, quarterly, annual and post activity reports; · Effectively manage and support staff. Furthermore, you are to ensure that: · You are aware of and have access to the CDC’s SHEMS; · You are aware of your responsibilities and duties as laid out in the CDC’s SHEMS; · You are aware that you work in a safe and environmentally friendly manner; · You ensure that the company’s housekeeping standards are maintained throughout your area of responsibility; · You report any unsafe conditions or acts which you cannot rectify yourself to your SHE representative or to the Senior SHE Project Manager as soon as possible; · You report all SHE incidents which occur within your area of responsibility promptly and in the correct format; · You are totally familiar with your responsibilities in terms of the CDC’s emergency plan; · You communicate to the Senior SHE Project Manager any required changes to the SHEMS prior to implementing these changes; · You timeously complete and correctly record any corrective action which needs to be taken in order to rectify a SHE matter; · You give full co-operation to, and participate in (as required), the CDC’s internal and external SHEMS audits. You have the authority to: · Immediately stop any person(s) on CDC property from committing an unsafe or destructive act or omission; · Take whatever immediate steps you deem necessary to prevent injury or environmental damage when confronted with an unsafe or destructive condition. Additionally ensure that:
COMPETENCIES AND REQUIREMENTS · Degree / National Diploma in HR Management/Finance / NQF Level 7 or equivalent; · A post graduate qualification in HR or certification as a remuneration specialist is preferable; · Minimum 5 years in the HR field: Remuneration and Benefits, and payroll management; · Professional membership – South African Reward Association (SARA) or similar is advantageous; · Extensive knowledge of Oracle system; · Hands on experience in remuneration function that includes benchmarking, pay design and salary survey; · Exposure to remuneration analysis and modelling; · Experience in Job evaluation processes; · Knowledge of applicable remuneration legislation; · Analytical skills; · Passion for people and an effective team player; · Interpersonal skills; · Report writing, communication and presentation skills; · A valid driver`s licence. PERFORMANCE INDICATORS Performance is monitored regularly by the EM Corporate Services and HR Manager, by reference to Key Performance Indicators and Balanced Scorecard. CDC is an employment equity employer and placement will be in accordance with our Employment Equity Plan. The appointment of candidates is subject to the verification of all their credentials (employment history, educational, financial, criminal and any other checks as may be necessary). Please note that only shortlisted candidates will be contacted, and if you have not heard from us within one month of submitting your application, please consider it unsuccessful. All applications must be forwarded to recruitment@coega.co.za
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