ENGINEERING COUNCIL OF SOUTH AFRICA (ECSA) VACANCIES

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​HUMAN CAPITAL BUSINESS PARTNER /COLLABORATIVE SPECIALIST

• Gauteng
• Permanent
• Full Time
• Market Related
• EE/AA, Non EE/AA

 
Introduction
The Engineering Council of South Africa (ECSA) is a statutory body charged with the mandate to regulate the engineering profession in accordance with the Engineering Profession Act 46 of 2000.
                         
Position Summary: The Human Capital Business Partner /Collaborative Specialist vacancy has become available. This position will be responsible for providing support the development and execution of HR strategy in the designated HC functional arears in collaboration with the HC Unit to ensure that the execution form a coherent whole. Work with and support all Business Units across the organisation on various needs as they relate to the designated human capital functional areas. The incumbent is responsible for solving complex employee issues and assessing and developing HR strategies and processes, evaluate company policies, research changes in HR legislations, recommend, implement and enforce the changes for their respective HC functional area. The successful candidate will report to the Senior Manager: Human Capital. The seniority and grading of the role will be determined during the recruitment process.

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​Duties & Responsibilities

• Contribute to the successful execution of the business plan through the co-creation (where appropriate) and implementation of the people strategies in the designated functional arears to ensure achievement of organisational objectives regarding people agenda;
• Custodian of the strict governance and control, ensuring the observation and effective implementation of the policies and procedures to ensure harmonious employee-employer relationship and organisation’s compliance with legislations and also ensure compliance with the relevant statutory bodies;
• Work as part of cross functional HC team to develop HR practice and process developments that enhance the HC contribution to the business. Utilise continuous improvement in HR to develop functional efficiencies and ways of working to ensure continuity in the provision of services;
• Be the point of contact for the business into the design function to ensure Line Managers and Employees understand the HR model and can quickly and efficiently access solutions. Collaborate and provide business insight to SHCM and Exec: CSS to ensure initiatives and projects are designed and implemented that support businesspeople plans. Provide objective and timely feedback to SHCM and Exec: CSS on the quality of service to ensure the overall HR service to the business unit meets or exceeded agreed standards ;
• Develop and implement a structured onboarding process; monitor progress, address concerns and evaluate onboarding effectiveness regularly;
• Ensure Performance Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development;
• Together with SHCM, lead talent review/calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. Implement customer unit succession planning and talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels. Coaches others to interpret, apply and communicate “Total Rewards” principles/policies/strategies;
• Contribute to the development and maintaining competitive compensation structures and benefits programs, facilitate the process of market research and reporting, contribute to salary budgeting, reviews and adjustments; communicate remuneration and benefits changes. Manage the monthly payroll and benefits enrolments, review and verify monthly payroll and benefits data;
• In collaboration with Employee Wellness Committee develop employee wellness strategies to promote physical, mental, and emotional well-being and ensure implementation thereof; conduct needs assessments and surveys to identify wellness priorities; collaborate with management to promote a culture of wellness; ensure compliance with relevant laws and regulations; develop and maintain relationships with wellness service providers; analyse and report on wellness metrics; design and deliver wellness programs;
• Develop and implement employee recognition programs.  Collaborate with Employee Wellness Committee initiatives and continuously improve recognition programs;
• Ensure data accuracy and manage system access control; analyse HRIS data for strategic insights; provide HR technology support and training; evaluate, recommend and implement HR technology solutions;
• Develop risk register and implement the mitigation actions as planned. Liaise with Auditors on queries and respond to findings as they relate to the designated HC functional arears;
• Facilitate organisational change and communicate HR initiatives relating to the designated HR function, provide coaching and support during times of change to ensure organisational wide common knowledge, understanding and implementation;
• Analyse HR data to identify trends and areas for improvement, develop HRS dashboard, generate analytical and operational reports as requested .for a purpose of providing HR metrics and insights to inform business decision;
• Ensure designated functional areas initiatives are carried out within the allocated budget; Investigate and action any items of over expenditure; Review the monthly expenditure and explain and / or action all areas of discrepancy ;
• Ensure the development, guidance, and empowerment of the direct report’s within designated HC functional arear to deliver on set targets; ensure that the performance contracts are in place prior to the beginning of each financial year in line with the BU’s strategy and plans; measure, manage and monitor the performance of the direct report/s; lead by example in driving ECSA’s values and vision and drive own professional development.

 
Desired Experience & Qualification

• Bachelor’s Degree in Human Resources Management/ Industrial Psychology/ Social Science;
• Honours Degree will be an added advantage;
• 7 years working experience in Human Resources of which 3 years should be as an HC Generalist/HC Business Partnering/HC Specialist;
• SABPP Registration as HR Professional.

 
Required Skills/Abilities:

• SAGE 300 People System (Payroll and HR);
• Strategic thinking; Business acumen; Communication; influencing; coaching; change management; analytical skills; problem solving; collaboration; HR laws and regulations; business operations; customer service; emotional intelligence; active listening, conflict resolution; time management; resiliency;
• Ability to communicate in business terms and building long term, trusting relationships with clients and HR team members;
• Knowledge of business processes

 
 
Package & Remuneration
Market Related
 
Interested?
Should we not contact you within one month of the close of date of this advertisement, please consider your application unsuccessful.
 
Closing Date for applications: 10 December 2024
 
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