MINE HEALTH AND SAFETY COUNCIL (MHSC) - HUMAN CAPITAL BUSINESS PARTNER

Skills Required
• Ability to read, analyse, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations
• Ability to work with and understand basic mathematical concepts and statistics with regards to Human Resources Analytics.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists
• Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form
• Knowledge of relevant South African Labour Laws
• Excellent & confident communicator.
• Good facilitation and presentation skills.
• Good knowledge of MS Office.
• Excellent standard of written English.
• Knowledge of Sage VIP payroll and ESS system
• Be a team player and ability to work under pressure

 
Job Key Performance and Key Job Activities
1. Recruitment and selection Coordination
• Together with the relevant line manager, agree on the need for vacancies within the MHSC. 
• Ensure that the correct and relevant job descriptions and competencies are selected in respect of the vacant position. 
• Identify potential resourcing solutions (External recruitment/Consultant/Internal Move). 
• Conduct reference checks and the short-listing process. 
• Implement the terms of conditions and job offer process. 
• Implement the organisations recruitment strategy 
• Interview applicants.
• Administer pre-employment tests.
• Process transfers, promotions and terminations.
• Perform job evaluations.
 
2. Employee Relationship Management
• Act as the first line of contact in the Human Capital for any employee relations issues involving employees on all levels within the organisation. 
• Ensure that the Human Capital Manager is made aware of any sensitive employee relations issues that arise (as appropriate). 
• Support, develop and coach managers to manage employee relations issues using the relevant MHSC policies, procedures and best practice, ideally resolving issues where possible informally. 
• Build and maintain relationships with local Union representatives.
 
3. Learning and Leadership Development
 • Develop and implement Leadership Development programs and strategies that are in line with organisational strategies & legislation.
• Facilitate the training process, identify and monitor liaison with employees and service providers in line with relevant legislation.
• Create a learning culture that enables employees to develop Leadership competencies and behavior. 
• Evaluate Leadership Development Program interventions.
• Conduct skills analysis.
• Develop and monitor training plans.
• Gain approval for the training plan. 
• Ensure Training and Development Policies are aligned to practices.
• Monitor and evaluate the budget for Training and Development.
• Conduct training and development sessions.
• Coordinate on-the-job training programs.
• Evaluate the effectiveness of training programs.
• Maintain records of employee participation in all training and development programs.
• To support and accelerate skills development and achievement of employment equity and organisational transformation and limit the impact of skills shortages.
• Assist in creating a learning culture and environment that enables optimal individual, team and organisational learning and growth in both competencies and behaviour.
• Create succession plans with achievable goals and activities that can be measured for employees with potential. 
• Create leadership programs.
• Create leadership potential metrics to assess employees.
 
4. Performance Management
• Oversee the completion of the performance management reviews on a quarterly basis.
• Assist managers where required with the performance review process and provide professional advice where required.
• Analyse and report on the learning and development trends and needs from the PDP’s for all levels within the organisation.
• Partner with the HR Manager to identify and deliver training as required from the PDP’s on an annual basis.
• Support applicable Managers with the Salary and Bonus review process guidelines annually. 
• Ensure performance agreements for all employees are in place.
• Update and amend Performance Management Policies and align with performance management practices.
• Translate organisational goals into performance standards and targets.
• Align performance management system with the organisations Vision and goals. 
• Measure performance against agreed upon objectives. 
• Provide feedback on performance, highlighting developmental areas.
​

5. Organisational Development (OD)
• To optimise the organisational purpose, design, people and relationships.
• Diagnosing the current situation in terms of the culture and performance enablers or inhibitors at an organisational level.
• Facilitating the development of MHSC employees whilst taking future organisational needs into consideration.
• Implementing the HR Strategy and align organisational development strategies with the MHSC’s strategic goals and objectives at all levels in the organisation.
• Improve employee performance to achieve organisational goals.
• Engage with stakeholders with regards to the organisational development process.
• Ensure continuous compliance with relevant boards and bodies. 
• Measure the success of the OD interventions.
 
6. Policy Development
• Contribute to HR policy development.
• Provide interpretation to employees on policies.
• Ensure compliance to all related policies.
 
7. Employee Safety and Wellness
• Promote opportunities and guidance that enable employees to engage in effective management of their own physical, mental, financial and social well-being.
• To enable the employer to manage all aspects of employee wellness that can have a negative impact on employees’ ability to deliver on organisational objectives and to demonstrate the impact of wellness activities on the achievement of organisational objectives.
• To promote a safe and healthy working environment in pursuit of optimum productivity and preservation of human life and health.
• To reduce employee risk emanating from health and wellness issues. 
• To contain health and wellness costs.
• To enhance the employment value proposition by means of promoting a culture of individual health and overall organisational wellness.
• Developing and administering health and safety programs.
• Conducting safety inspections.
• Maintaining accident reports.
• Preparing reports to ensure compliance with all safety related legislation.
 
8. Talent Management
• Build a talent culture which defines the organisation’s philosophy, principles and integrated approach to talent, which leverages diversity and is communicated in a clear employment value proposition. 
• Lead on-boarding and induction training programs.
• Coordinate the assessment process of all employees (Recruitment and Development) or liaise with relevant service provider with regards to this. 
• To identify strategically critical positions and leadership roles and capabilities in the organisation into the future form the Workforce plan that will determine the sustainability and growth of the organisation. 
• To agree appropriate roles for relevant stakeholders in the development and management of talent.
• To monitor and report on talent management key results areas and indicators.
 
9. Capacity Building 
• To enhance the capacity for the MHSC in order to improve the skills base to support the Council and Corporate Services Officer in order to achieve strategic goals.
• Implement the capacity building plan as per the Strategic Goals of the MHSC, Business or Operational plan.
• Implement training objectives to build capacity according to the Strategic Goals of the MHSC business or operational plan.
 
 
The MHSC is an equal opportunity employer. 
Appointments will be made in accordance with the MHSC EE Policy. 
Women, Coloureds, Indians, Whites and people with disabilities are strongly encouraged to apply. 
MHSC reserves the right not to make an appointment.
 
Please forward a detailed CV, clearly quoting the reference number of the position to: Recruitment@mhsc.org.za 
 
Enquiries should be directed to HR Department at 011-656-1797.
 
Closing date:19th June 2020
 
NB: No late applications will be accepted.