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SOCIAL HOUSING REGULATORY AUTHORITY (SHRA)

The Social Housing Regulatory Authority (the “SHRA") was established in August 2010 by the Minister of Human Settlements in terms of the Social Housing Act, No. 16 of 2008. The SHRA is classified as a public entity in terms of Schedule 3A of the Public Finance 

HUMAN RESOURCE MANAGER (Ref: HRM2026)

(Reporting to the Corporate Services Manager)

Parktown, Gauteng

Salary Negotiable

GENERIC INFORMATION

1. POSITION TITLE Human Resource Manager

2. DEPARTMENT Corporate Services

3. REPORTING TO Corporate Services Manager

4. GRADE LEVEL D Band

5. LOCATION / CENTRE Johannesburg

JOB DETAILS

Purpose

The Human Resources Manager implements and executes the HR Strategy, Policy and Processes to ensure a sustainable organisational capability. They act as the strategic partner, operational manager, employee mediator and change manager effectively with stakeholders. They are required to increase staff capability by optimising HR systems, training approaches and organisational structures

Key stakeholders the HR Manager will engage with are:

·       CEO

·       Corporate Services Manager

·       Management

·       HRRC Committee

·       SCM

·       Staff

·       Service Providers

·       Organised Labour

KEY PERFORMANCE AREAS - ACTIVITIES

HR Strategy and Policies and Procedures

·       Participate in the SHRA strategic planning process representing Human Resources, 

·       Design, and implement the SHRA Human Resources strategy

·       Implement organizational design amendments made to support the organizational strategy by amending the organisational structure, defining roles and responsibilities and managing the job evaluation process and manage required transitions compliantly and by agreed deadlines

·       Develop the HR Plan by understanding the SHRA strategic priorities, disseminating into the HR priorities, communicating deliverables and tracking delivery against the plan monthly

·       Develop and review the SHRA HR Policies and Procedures by identifying policy amendments, implementing changes and submitting for approval as required and within policy update cycle

·       Implement policies and monitor enforcement

·       Track sector good practice policy and procedure standards and measures and identify opportunities for improvement and implement improvements

Human Resource Operations

·       Clearly define, grade and fill all jobs on the approved organizational chart within the agreed turnaround time and to the required standard

·       Implement the Performance Management system (PMS) by designing and conducting PMS training and providing advice and mentoring with all managers and staff across the organisation.  

·       Track and report on the PMS results through data collection and consolidation

·       Meet statutory reporting requirements by managing committees and preparing and submitting statutory reports (including but not limited to WSP/ATR and Employment Equity Report) annually

·       Coordinate and facilitate the annual remuneration and benefits review process by collecting all relevant information, presenting to and engaging with the relevant board committees, implementing approved amendments and coordinating and communicating to all staff  

·       Review payroll by providing input, ensuring that the remuneration and benefit administration procedures are completed and monitoring implementation and amendments on time and to standard on a monthly and annual basis

·       Support staff to understand, update information on and claim from benefits when required by providing guidance and support to individuals, engaging with service providers, submitting required benefit update documentation and tracking that queries are resolved within defined standards

·       Conduct exit interviews by managing that they are scheduled, conducting the interview, capturing the feedback, evaluating the findings, implementing interventions to address trends and concerns and reporting quarterly

·       Develop and implement the employee wellness plan by reviewing organisational challenges and wellness needs, identifying and making recommendations and developing a plan by the annual deadline

·       Provide HR support and assistance to the business by receiving requests or identifying HR issues, evaluating and implementing HR support requirements as necessary within defined standards and to standard

Industrial and Labour Relations

·       Provide internal disciplinary and grievance support to the business

·       Provide CCMA and Labour Court Case support to Legal by providing evidence of procedural fairness, case evidence and internal case history within defined standards 

·       Implement approved wage adjustments by receiving information from Council, communicating wage adjustments and implementation processes within SHRA annually

·       Manage the labour engagement by coordinating the quarterly labour forum

Talent Management

·       Develop and Implement the talent management strategy to transform attract, retain and optimises talent within SHRA as aligned to organisational priorities

·       Develop and implement the transformation and diversity plan that is aligned with the talent management and organizational strategy as aligned to organisational priorities

·       Develop and implement the recruitment plan that sources and secures quality talent that meets technical requirements and is aligned with the SHRA transformation agenda

·       Coordinate and conduct recruitment and selection and coordinate that line management participates in all steps of the recruitment cycle, selects based on the recruitment policy and regulatory requirements

·       Coordinate and conduct organisational induction and orientation and coordinate that line management on-boards new incumbents through conducting technical inductions within agreed deadlines

Training and Development Operations

·       Conduct annual skills audit through identifying competencies required for each role, measuring skill levels, identifying gaps and implementing training and development plans to address gaps

·       Source and contract training providers within the agreed defined standards by identifying potential service providers, completing the procurement procedures, reviewing success of learning interventions after they have been concluded and after the learner has had time to implement the learning into the organisation and creating an archive of rated service providers for future use 

·       Manage that learning provided is relevant, of good standard, scheduled in a manner that supports continuing operational delivery and delivers the anticipated skills needs before they become a priority monthly, quarterly and annually

·       Plan for annual training and development needs by identifying strategic, operational and specialist skills needs, identify training and development methods 

·       Develop and manage the annual training and development budget 

·       Identify opportunities to modernise and build efficiency into the training and development programmes and plans through investigating and implementing approved new techniques and methodologies such as on-line learning programmes within the agreed programme development and implementation deadlines 

·       Provide Training and Development support and assistance to the business 

Enable Leadership to create a supportive and sustainable performance culture

·       Advise and coach line leaders on the effective management and leadership practices as prescribed by our strategy, culture and values.

·       Co-create an enabling culture where leadership consistently reward innovation, creativity and productivity

·       Engage line leaders on the key diversity dynamics in the unit to ensure optimal utilisation of key culture/engagement measures (Values and Employee Opinion Survey)

Risk and Control

·       Understand and manage HR risks and risk events/incidents

·       Ensure line managers and staff are educated sufficiently on HR policies and procedures

Reception Management

·       Defines the requirements for reception in order to Manage that the reception area meets the defined standards and requirements daily

·       Address and resolve any reception queries within defined standards and to standard

Building Cleanliness and Safety

·       Manage that the SHRA facilities / building and its assets are maintained at the required standard by managing that repair and maintenance requirements are identified and coordinating that these are resolved, as and when required

·       Manage building cleanliness and hygiene meets OHS Act standards and SHRA guidelines by evaluating building, identifying areas of concern and addressing within defined standards and standards

Staff Management

·       Build capacity within the team through developing skills and competencies, addressing development needs and providing coaching and mentoring support on an ongoing basis and in monthly individual performance discussions

·       Monitor, evaluate and manage the team performance through implementing the HR policy, implementing performance process and, when required, instituting compliant disciplinary action within the approved defined standards and on an ongoing basis

·       Recruit quality team members to support the team and organisation and the achievement of its objectives and strategy through defining the role requirements, identifying critical competencies, testing for these competencies and appointing within the HR and EE policy guidelines as and when required

·       Build a cohesive, high performing team through motivating, guiding, coaching, mentoring and leading in a fair and consistent manner to deliver on the organisational performance and strategic requirements. 

REQUIREMENTS

Qualifications/Knowledge (including most relevant field of study)

·       A minimum of a degree or National Diploma (NQF 7) in HR or similar is required

·       Honours Degree Preferable (NQF 8)

·       Required computer literacy

Experience

·       5 years HR Management experience 

·       2 years Leadership experience

·       1 years Public Sector experience 

Note: SHRA reserves the right not to make an appointment or withdraw the advertisement. Appointments will be made in line with the Entity’s Employment Equity Plan. Communications will be with short-listed applicants only.

To apply for the above position, please forward a relevant CV to applicationsjhb@affirm.co.za.

Please ensure that you use the reference (Ref: HRM2026) in the subject line. 

The closing date for applying is 29 June 2026.