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FOOD AND BEVERAGES MANUFACTURING INDUSTRY SECTOR EDUCATION AND TRAINING AUTHORITY (FOODBEV SETA)
 
VACANCY ADVERT
 
JOB PROFILE 
 
MANAGER: HUMAN RESOURCES 
Department: Corporate Services
Reference: MHR/06/21 
Job Grade: D2 
Employment: In line with the SETA license. 
Report: Senior Manager: Corporate Services 
 
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Purpose
• To ensure effective human resource function within the FoodBev SETA, including planning, directing and coordinating the operations of the Human resource management function with relation to employment, recruitment, remuneration and benefits, training, organisational development, employee wellbeing, employee and labour relations.
• To develop and implement human resource policies and practices throughout the organisation to support strategic objectives and to ensure legal compliance.
• In addition to ensure organisational compliance with health and safety laws and to manage and oversee the maintenance of the office building ensuring that it meets the needs of the organisation and employees. 
 
Key Performance Areas (KPAs)
Human Resource Planning and Policies
  • Review, amend and draft job description and qualifications required for the staff of the human resources department.
  • Develop HR plan, policies, and procedures according to organisational objectives.
  • Formulate HR Plans, Policies & procedures according to organisational objectives.
  • Provide strategic guidance and advice in the development of Employee Relations strategies and plans in line with HR Strategy.
  • Ensure the implementation of an integrated HR plan to meet the organizational staffing requirements.
 
 
Organisation Development and Design
  • Develop and implement change management and communication framework in accordance with the HR strategy.
  • Maintain and periodically develop & update job profiles and competency profiles.
  • Review, amend and draft job description and qualifications required for the staff of the human resources department
  • Perform skills audit to ensure employees capability alignment to strategy and changing business requirements.
  • Provide advice on appropriate OD and Change Management interventions to the organisation.
 
Performance Management
  • Develop a performance management model/system for FoodBev SETA that includes PM cycle, PM templates, moderation process, managing poor performance process and link to remuneration & rewards.
  • Manage annual performance management cycle and process.
  • Advise managers and employees on credible performance review and assessment process and procedure.
  • Report to relevant committees on performance gaps and governance.
  • Align the process of “managing poor performance” with relevant legislation e.g. LRA.
  • Ensure compliance performance management processes and alignment to other HR processes e.g. career management, disciplinary policy and procedure, learning and development etc.
 
Employee Relations
  • Ensure alignment of Employee Relations policy and conditions of service to relevant labour legislation (i.e. BCEA, LRA, EEA).
  • Participate in salary negotiations and chair all internal Human Resource Committees.
  • Manage and advise on disciplinary & grievance process and procedure mediation, and arbitration proceedings.
  • Assist in resolving labour disputes and grievances.
  • Report on the identified HR risks and risk management strategies.
  • Identify, assess and evaluate the risks within the various department and as related to the human capital of the organisation.
  • Represent the SETA in all disciplinary and grievance processes and/or cases.
  • Train and advise managers on industrial relations processes.
 
Talent Management
  • Develop a recruitment management strategy and process.
  • Manage and guide FoodBev SETA’s succession management.
  • Develop, manage and maintain a retention strategy.
  • Management and exit process.
  • Be the custodian of FoodBev SETA’s “employer value proposition”.
 
Remuneration and Benefits
  • Implement and maintain FoodBev SETA remuneration strategy, philosophy and pay scale.
  • Management of the payroll end to end process
  • Plan modification of existing benefits programs.
  • Recommends benefit plan changes to management.
  • Notify employees of changes in benefits programs
  • Develop and maintain FoodBev SETA benefits structure.
  • Be a point of contact between FoodBev SETA and third parties on benefits and remuneration.
  • Ensure compliance with all relevant legislation regulating remuneration and benefits e.g. Employment Equity’s code of good practice regarding “Equal Pay for Work of Equal Value”.
  • Conduct annual remuneration benchmarking to ensure FoodBev SETA remuneration is aligned to market practices.
  • Manage and implement the salary increase and bonus (variable pay) processes.
  • Benchmark FoodBev SETA benefits to ensure relevance and fairness.
 
Learning and Development
  • Guide and oversee career management.
  • Manage bursary processes and ensure compliance with policies and guidelines.
  • Manage the WSP and ATR processes and ensure compliance with the legislative and regulatory guidelines.
  • Ensure employee training needs are aligned to other HR processes e.g. skills audit.
 
HR transaction services
  • Ensure alignment of HR administrative transactional functions to policies and procedures.
  • Ensure effective Acquisition (Transactional) Management across the organisation.
  • Engage with business (line managers) to identify staffing requirements.
  • Ensure the implementation of an integrated HR plan to meet the organizational staffing requirements.
  • Review recruitment processes and tools to improve efficiency.
  • Ensure recruitment & selection administration is executed within agreed time frames and delegations.
 
Facilities Management
  • Ensure compliance to Occupational Health and Safety Act.
  • Ensure sound management and maintenance of building including providing ergonomic services.
  • Ensure safety and security of all facilities and buildings.
  • Liaise and manage Service Level Agreements on outsourced services.
 
Ensure effective resource management
  • Establish and maintain appropriate systems (analytical tools, information systems, projections of cost behaviour) and policies to ensure effective and efficient management of resources.
  • Ensure accurate forecasting, budgeting, and allocation of resources
  • Ensure effective management of external contractors and suppliers within the department.
  • Ensure effective development and management of internal service level agreements.
  • Ensure effective management of business risk, resources and continuity.
  • Ensure effective capacity management within the department to ensure sustained service delivery.
 
People / Staff Management
  • Guide, lead and direct staff to be able to achieve objectives set for them.
  • Monitor and manage staff performance within the division in compliance with the Performance Management policy and processes.
  • Ensure achievement of departmental goals and targets.
  • Coach and mentor staff as appropriate to improve performance.
  • Implement sound labour practices within the approved FoodBev SETA conditions of service.
  • Ensure the implementation and adherence of the human resources policies, procedures and practices within the department.
  • Ensure that the values of FBS are understood and implemented.
 
 
Qualification/Experience
  • A Degree (NQF 7) in Human Resources Management or equivalent qualification in relevant field of study is required.
  • An Honours Degree or equivalent in relevant field of study will be advantageous.
 
Technical/Legal
Certification
  • Registered with one of the human resources bodies e.g., SABPP
  • Driver’s License.
  • Computer Literacy: Working knowledge of MS Office; Excel, Internet and any other applications required to perform duties
 
Years of experience: 0 -1 year | 1 - 3 years | 3 - 4 years | 5 - 7 years
  • At least 5 years’ experience working in a Human Resources or similar environment of which 3 years should be at a supervisory / management level.
  • Strong employee relation experience is required.
  • Knowledge of legislation regulating the human resources environment e.g. Employment Equity Act, Basic Conditions of Employment Act, Labour Relations Act etc.
  • Knowledge of current and future HR trends and practices.
  • Knowledge of the Skills Development Act and associated legislation and policies / strategies, such as the National Skills Development strategy.
  • Knowledge, understanding and experience of PFMA, National Treasury Regulations governing Public Entities Public sector experience within training and development will be an added advantage.
 
Legislation
  • Sound knowledge, understanding and experience of the Labour Relations Act, Basic Conditions of Employment Act, Employment Equity Act, Skills Development Act, Skills Development Levies Act, National Skills Development Plan, National Qualifications Framework Act, Public Finance Management Act, National Treasury Regulations and other applicable regulations, policies and strategies.
 
Policies and Procedures
  • Knowledge and understanding of the company policies and procedures applicable to the specific work environment to ensure that work outcomes are compliant to the policies and procedures.
  • Knowledge and understanding of government policies and regulations.
 
Business Environment
  • Knowledge of current and future HR trends and practices.
  • Sound knowledge of the business environment, the relevant role players within the business and their key responsibilities and outcomes i.e. Knowledge of trends in the industry.
 
Strategic Capability and Leadership
  • Ability to provide vision, set direction for the organisation and inspire others in order to deliver on the organisational mandate.
 
Programme and Project Management
  • Ability to design, implement and manage on-going programmes and projects and directs the related resources, personnel and activities to successful completion and includes the ability to plan, organise, and manage resources to bring about the successful completion of specific project goals and objectives against project timelines based on priorities, resource availability, and other project requirements (i.e., budget).
 
Business & Financial Acumen
  • The ability to use and balance information about business drivers and trends such as revenue, costs, customer needs, and short and long-term needs to guide activities. Keenness and quickness in understanding and dealing with a business situation in a manner that is likely to lead to a good outcome and having an acute perception of the dimensions of business issues.
 
Service Delivery Innovation
  • Ability to explore and implement new ways of delivering services that contribute to the improvement of organisational processes in order to achieve organisational goals.
 
Problem Solving and Analytical Thinking
  • Ability to assess options and implications, in order to identify a solution.
 
People Management and Empowerment
  • Ability to develop others to perform and contribute to the organisation by providing on-going feedback and by providing opportunities to learn through formal and informal methods.
 
Stakeholder Orientation and Customer Focus
  • Ability to deliver service effectively and efficiently in order to put the spirit of stakeholder service into practise. Focusing one’s efforts on discovering and meeting the client’s needs.
  • Establishes and nurtures strong, sustainable and collaborative relationships with stakeholders. Demonstrates the understanding of the stakeholder’s perspective and needs of the stakeholder. Stakeholder here is both internal and external stakeholders. It implies a genuine desire to help or serve others, to meet their needs, and to treat them with respect, impartiality and fairness. It also includes acting towards clients with honesty and honouring one’s commitments.
 
Communication
  • Ability to convey clear and convincing messages to individuals or groups which is suited to the characteristics and needs of the audience. Communicates and shares the thoughts, ideas, issues, conflicts, agreements, disagreements openly, directly and timeously. Listens actively and understands the messages from others. Demonstrates openness and clarity in all forms of communications.
 
Document Management
  • Ability to implement and maintain systems to track, store and safeguard records that are indexed and retrievable.
 
Decisiveness
  • Ability to make decisions, render judgment, takes action, or commits oneself. This includes developing alternative courses of action, makes decisions that are based on logical assumptions, and reflects factual information. Appropriately considers impacts, risks and contingencies when making decisions and takes into account implications of decisions on stakeholders.
 
Policy Development
  • Ability to develop and implement relevant departmental policies and procedures.
 
Report Writing
  • Ability to write business documents (such as information briefs, reports, submissions and parliamentary reports) that require some level of interpretation of data in a way that others understand.
 
Results Orientation
  • Ability to drive, focus and dedication for working towards obtaining results. Knowing what results are important and focusing efforts and/or resources to achieve them, in alignment with the objectives of the team, work unit, department and/or organisation. Taking cognisance of all aspects of performance – cost, timelines and quality – and works on consistency, accuracy and reliability of performance.
 
Planning & Organising
  • Ability to define tasks and milestones to achieve objectives, while ensuring the optimal use of resources to meet those objectives. Establishes a systematic course of action for self or others to ensure accomplishment of a specific objective. Sets priorities, goals and timetables to achieve maximum productivity.
 
Emotional self-awareness
  • Ability to recognize he's/her own emotions and their effects. Being able to recognize how emotions affect one's work performance.
 
Honesty and Integrity
  • Ability to display and build the highest standards of ethical and moral conduct in order to promote confidence and trust in the SETA.
 
1. OTHER SPECIAL REQUIREMENTS
  • Required to work extensive hours and meet deadlines.
  • Undertake any reasonable duties as required by the Senior Manager and CEO.
  • Required to travel.
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NB: The job description is a guide of minimum tasks and responsibilities and might change from time to time, depending on the organizational requirements and managerial ad hoc requests.
 
Applications to be sent to recruitment@foodbev.co.za
 
Closing date: 09 July 2021