EASTERN CAPE RURAL DEVELOPMENT AGENCY (ECRDA) INTERNAL AND EXTERNAL ADVERTISEMENT Overview of the Entity The Eastern Cape Rural Development Agency (ECRDA) is a schedule 3C entity in terms of the Public Finance management Act, 1 of 1999 as amended, with a mandate to promote, support and facilitate rural development in the province. MANAGER: HUMAN RESOURCE SERVICES Task Grade Level : 17 Location : Head Office (East London, Eastern Cape) Reporting Line : Executive: Corporate Services Start Date : As soon as possible Duration : This is a permanent position Main purpose of the Position: To develop operational plans to implement strategy and to oversee management and co-ordination of all human resource services for the ECRDA.
Minimum requirements: Educational Minimum of Bachelors’ Honours Degree in Human Resources or equivalent Master’s Degree in Human Resources is an added advantage Experience • 8 – 10 years working experience • 5 years’ experience as a Human Resources manager level (equivalent of Manager of Director in the Public Service) • Proven/evident of successful human resources management operational and process management within public or private sector Competencies Required: Knowledge • Competent or advanced knowledge and understanding of relevant policy and legislation • Competent or advanced understanding of institutional governance systems and performance management • Must have extensive knowledge of the public office environment; and • Must be able to formulate field-specific master plans, project management and implementation Leading Competences Assessed Competent or Advanced proficiency level on the following leading competences: • Strategic Direction and Leadership • People Management • Programme and Project Management • Financial Management • Change Leadership • Governance Leadership • Stakeholder Relations Core Competences Assessed Competent or Advanced proficiency level on the following core competences: • Moral Competence • Planning and Organizing • Analysis and Innovation • Knowledge and Information Management • Communication • Results and Quality Focus
Key Performance Areas: 1. Subject Matter Expert: • Develop and implement Integrated Human Resource Strategy for ECRDA • Develop and align Human Resources Policies and procedures to ECRDA Strategy and relevant legislation • Align Human Resource Strategy to relevant legislative requirements and ECRDA Strategy • Provide Human Resource advice to the CEO and Executives • Give professional or technical input and suggestion related to Human Resource matters to the broader ECRDA, and provide direction to staff within the sphere of operation Implementation and monitoring of all Organizational Development matters at ECRDA 2. Process Improvement: • Identify and address performance gaps, inefficiencies, and non-value-adding parts of processes • Establish standards and best practices • Evaluate and assess the overall effectiveness, and give pertinent suggestions about resources allocation • Ensure that the performance of functions undergo continuous improvement, and enhance cross-functional integration In order to ensure continuous process improvement for excellence in work performance and productivity 3. Operational and Project Management Relationships: • Work together with project managers to share resources and experience, and to help to improve efficiency and overall performance • Prioritize operational objectives, optimize opportunities and avoid potential risks, and concentrate on what is best for the ECRDA In order to ensure harmonious relationship with project managers 4. Performance Management Process Responsibilities: • Determine an appropriate schedule for regular performance conversations with co-workers and employees managed directly • Use the quarterly performance reviews for achievements, setbacks, and then use this information to align goals and development plan for coming year • Deliver regular positive and constructive feedback • Check-in on target or goal progress, offering coaching or assistance, or revise targets or goals as necessary In order to ensure performance management with co-workers and of subordinates 5. Organizational Development: • Implementation and monitoring of all Organizational Development matters at ECRDA • Develop, manage and implement human resource strategies and annual action plans for the ECRDA • Develop functional organisational structures and operational organograms for the ECRDA and its sub-components, considering its: - Long-term strategy and short-term operational plans - Gaps, hindrances and enablers in the existing organisational structure - Value-add or lack thereof of the current business processes - Enabling or disabling factors in the systems and tools in use - Organisational culture and its influence on operations - Positive and negative operational results linked to the design of the organisational structure - Leadership style and philosophy in relation to the design of the organisational structure • Develop and implement mechanisms and approaches to calculating headcount for operational structures • Develop and update job profiles / descriptions for all positions on the organisational structure of the ECRDA • Conduct, or facilitate, job evaluation and grading on all positions on the organisational structure • Support, or co-operate with, compensation administration on the research and benchmarking of remuneration and reward structures and systems for the ECRDA In order to ensure the rendering of efficient organisational development services to the ECRDA 6. Human Resource Administration: • Maintain management guidelines by preparing, updating, and recommending facilitation of administrative practices through inputs into the human resource policies and procedures • Maintain historical human resource records by designing a filing and retrieval system, keeping past and current records • Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, participating in professional associations • Complete human resource operational requirements and a staffing demand schedule (HR Planning) by implementing the staff establishment • Manage recruitment, selection, appointments and other life-cycle events of employees in the ECRDA • Manage conditions of service of employees, including leave, service benefits • Manage human resource personnel records In order to ensure the rendering of efficient human resource administration services for the ECRDA 7. Compensation Administration: • Manage compensation and the conditions of service of employees • Research and recommend review or establishment and maintenance of payroll processing systems • Research, understand, and present the current and upcoming competitive market salary packages and / or benefits to management, including their relevance and importance to pay fairness and equity, and towards staff retention and new employee attraction and recruitment • Ensure that compensation administration complies with ever-changing government laws and regulations, including and not limited to tax laws, car schemes, subsistence and travel rules, etc. • Implement compensation-impacting performance management instructions usually flowing from annual performance management assessments • Ensure accurate, timely, auditable implementation of employee benefits (e.g., pension and group scheme contributions, medical aid allowances, wages) and rewards such as bonuses, merit raises, and pay-for-performance plans • Monitor the effectiveness of existing compensation policies, guidelines and procedures, and recommend plan revision as well as new plans that are cost-effective and consistent with compensation trends • Co-ordinate implementation of new procedures and plans, and provide guidance and advice to staff on pay decisions, as well as salary structuring in that regard • Manages the administration of compensation, including the processing, recording and reporting of compensation-related actions related to salaried employees • Develop techniques for compiling, preparing and presenting compensation data for various management purposes in the ECRDA • Ensure timely accounting and transacting of compensation activities to allow statutory compliance and verification requirements entrusted on the CFO In order to ensure a legislation-compliant, progressive and market-aligned compensation administration service in for the ECRDA 8. Labour Relations: • Develop and align Human Resources Policies and procedures to ECRDA Strategy and relevant legislation • Manage the development of employee relations policies, codes, procedures and practices for the ECRDA • Manage the facilitation of grievance resolution processes in support of line management (i.e., ensuring timelines are adhered to in promotion of sound workplace harmony) • Manage the facilitation of disciplinary processes in support of line managers, namely: • Provide advice on proper and timely application of discipline • Support the CEO in instituting preliminary and full investigations • Support the CEO in appointing prosecuting and presiding officers • Support the CEO in managing appeals against findings of, and sanctions imposed or recommended by disciplinary hearings • Provide respondent support to the CEO in instances where disciplinary outcomes are escalated to statutory bodies outside the ECRDA • Manage the processes of disputes resolution for the ECRDA, including at the CCMA, Labour Court, and Labour Appeals Court • Manage collective bargaining matters by communicating resolutions and decisions of the collective bargaining structures to employees of the ECRDA In order to ensure the provision of sound employee relations in the ECRDA 9. Operational Risk Management: • Develop human resource services operational threat identification and evaluation processes, as well as oversee their adoption across the ECRDA • Develop different possible scenarios for the mitigation of possible risks and provide recommendations for the management of these scenarios • Enter internal service level agreements with other business units providing critical support to core functions of the unit (e.g., ICT, Database Administration, Stakeholder Relations, etc.) • Develop weekly/quarterly/annual operational risk reports for executive management, as well as the Board In order to ensure appropriate risk management for human resource services for the ECRDA 10. Strategic Performance Management: • Manage and develop key performance indicators (KPIs) to facilitate analysis and reporting of performance against human resource services plans and budgets, as well as strategic objectives • Manage the development of weekly/quarterly/annual performance reports for executive management and the Board, as well as facilitate cross-functional performance reviews for this leadership • Support the maintenance of effective human resource services strategy, coaching, and development of human resource services personnel, and identify and advise on areas for enhancement and focus In order to ensure that human resource services’ strategy performance is measured against pre-determined and measurable targets with measurable performance indicators 11. Stakeholder relations / advocacy: • Communicate with stakeholders to keep them informed of the work of the unit, and identify changes in human resource services trends and landscape • Establish good working relationships and collaborative arrangements with stakeholders (e.g., communities, local governments, shareholder, investors, traditional authorities, etc.) and other organisations to help achieve performance outcomes of the programme In order to ensure strong working relations with the key stakeholders of the ECRDA 12. Perform any other related duties as instructed by the Executive. GENERAL INFORMATION The application, which should as minimum contain a covering letter, CV, certified copies of your identity document, qualifications and drivers’ licence, must be submitted to [email protected] NB: • Without prejudice, correspondence will be limited to the short-listed candidates. • Further be informed that if you have not been contacted within 1 month of the closing date, please accept that your application was unsuccessful. • ECRDA is committed to the provisions of the Employment Equity Act (Act No. 55 of 1998) and the ECRDA’s Employment Equity Plan. • ECRDA reserves the right to appoint or not to make an appointment. • Interviews will be conducted in person, unless stated otherwise. • Administrative enquiries may be directed via email to Sarieta Maasdorp at [email protected] • Technical enquiries may be directed via email to S. Qobo at [email protected] CLOSING DATE: 19 December 2022. Late applications will not be accepted.
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