MINING QUALIFICATIONS AUTHORITY (MQA) VACANCIES

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SENIOR MANAGER: HUMAN RESOURCES
Paterson Grade:  E1 
 
Remuneration: R1, 351 845.68 CTC (plus a possible 20% performance bonus) 
 
The Mining Qualifications Authority (MQA) is a Sector Education and Training Authority (SETA) that facilitates skills development under the Department of Higher Education and Training (DHET) and supports mine health and safety under the Department of Mineral Resources and Energy (DMRE) for the mining and minerals sector under Skills Development Act (SDA) 97 of 1998 and Mine Health and Safety Act (MHSA) 29 of 1996, respectively.  The MQA requires the services of a suitably qualified and competent individual to fill the above-mentioned position. 
 
Role Purpose:
To develop and ensure effective implementation of the Human Resource strategies and enhance a high-performance culture in support of the organisational goals. 
 
Key Performance Areas
Strategy development, execution, and enablement: Develop and implement the People Management strategy, policies, and procedures in order to support the organisational goals. Support the organisation by providing HR inputs into the business strategy and plans. Provide an excellent value proposition in respect of the human resource services. Develop and ensure implementation of the Human Resource Operational Plan.
 
Governance, Risk, and Compliance Management: Research and benchmark HR practices and ensure organisational alignment. Develop, update and review HR Policies and Standard Operating Procedures. Ensure compliance with the legal requirements and internal business processes. Drive compliance to regulatory and legislative standards. Maintain and manage the Risk Register for the HR unit. Ensure mitigation of risk when delivering business critical applications. Manage the preparation and submission of documentation to the internal and external auditors. Prepare management response pertaining to the audit findings and implement remedial actions. Ensure compliance in line with the governance framework and submit all reports to various structures as per the management responsibilities. Manage and coordinate all communication and engagement with the employees.
 
Workforce planning: Lead and manage strategic workforce planning to ensure current and future capacity and capability needs are met. Develop and manage the implementation of the recruitment and selection policy. Keep abreast with the latest developments in the field of recruitment and selection. Compile recruitment strategy that is aligned to the employment equity plan on a continual basis.
 
Talent Management: Monitor the provision of Talent Management and development to ensure that MQA has professional, competent, and committed human resources to respond to the current and future talent needs through the implementation of Talent Management Strategy and roll out plan. Guide the analysis of current talent practices and needs to determine the future needs and improvement opportunities. Guide the development, implementation, and review of uniform induction programmes. Reinforce MQA values. Oversee the development of training and development programme which includes skills audit, training programmes and analysis of impact on training to determine value for money for MQA.
 
Organisational Development: Lead and manage the provision of organisational development solutions to ensure that MQA has appropriate organisational structures, competencies, business processes and utilises the best fit change management methodologies and tools. Oversee the development of the Organisational design and development strategy and roll-out plan, as and when required. Guide the maintenance and review of organisational design, as well as appropriate resourcing of the approved organisational structure. Ensure effective implementation of Change Management Strategy.
 
Performance Management: Guide the design, development, maintenance, and review of employee performance management system. Guide the cascading of Organisational Performance indicators into divisional employee’s performance scorecards. Lead, manage and consolidate the Employee performance Management Cycle and reward processes and procedures in cooperation with Corporate Strategy. Ensure seamless process of Individual Performance and organisational Performance management system. Establish the Performance Management and Reward Committee and lead the implementation. Oversee quality assurance, validation and approval processes of the individual performance contracts and results bi-annually prior to incorporation into organisational Performance results.
 
Employee Relations: Develop and implement employee relations strategies, policies, and procedures to promote a positive and inclusive work culture. Oversee employee relations activities, including conflict resolution, disciplinary actions, and grievance procedures. Provide guidance and coaching to managers and employees on employee relations matters, ensuring fair and consistent application of policies.
 
Stay up to date with employment laws and regulations and ensure compliance in all employee relations practices.
 
Employee Wellness: Develop and implement comprehensive health and wellness programs that promote physical, mental, and emotional well-being. Evaluate the effectiveness of wellness programs through data analysis, employee feedback, and participation rates, and make recommendations for improvement.  Partner with external vendors and benefit providers to negotiate contracts and ensure the delivery of high-quality wellness services.
 
Human Resource Administration: Automation of HR processes to ensure data integrity. Lead and oversee effective use of the human resources management system. Oversee research and benchmarking of Human Resource Management interventions and incorporation into MQA’s HRM for   improvements. Oversee the development of a centralised document management system for managing Unit documentation, contracts, and reports.
 
Financial Management: Compile HR budget and manage all costs in line with budget. Review the monthly expenditure and explain and / or action all areas of discrepancy.
 
People Management: Ensure the development, guidance, and empowerment of the team to deliver on Unit targets. Ensure that the performance contracts are in place prior to the beginning of each financial year in line with the Department’s strategy and Plans. Measure, manage and monitor the performance of the team. Lead by example in driving MQA’s values and vision.
 
Customer Focus: Internal and external stakeholder engagement: Ensure all internal and external stakeholders are receiving accurate and timely information. Cultivate strategic partnerships and collaborations with relevant institutions. Build and maintain relationships with all MQA business units for the purposes of expectations management and knowledge sharing. Provide advocacy on matters related to Employee Relations, Health, and Wellness to empower the MQA stakeholders to make informed decisions.
 
Key requirements: qualifications, experience, and competencies
 
Qualifications:
Minimum: A Bachelor`s degree in the fields of Business Administration, Human Resource Management, Human Resource Development, Industrial and Organisational Psychology, at NQF Level 7 or equivalent. A Postgraduate / Honours degree at NQF 8 or equivalent qualification in abovementioned fields will be an added advantage.
 
Experience:
Minimum of 10 years human resources experience, of which 5 years must be at Management level.
 
Competencies: Knowledge
Knowledge and understanding of government legislation pertinent to HR. In depth understanding of the Human Resource Value Chain. In depth understanding of workforce planning and growth planning. Understanding of strategic Human Resource communication methodologies. Knowledge of developing HR policies, systems, and procedures.
 
Competencies: Skills
Project Management. Interpersonal skills. Communication skills. People Skills. Information Management skills. Facilitation and consultation skills. Leadership.
 
Competencies: Attributes
Ability to track and align with the latest best practices. Resilient. Emotional Intelligence. Decisiveness. People Orientated.

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The candidate should also be willing to:
Work under pressure inclusive of longer than normal offices hours. • Work with a variety of internal and external stakeholders. Engage in a lifelong learning process relative to the context of the workplace.
 
Closing Date: 19 March 2024. Late applications will not be considered.
 
Please complete the following compulsory Vacancy Application Form and submit it together with your application:
• VACANCY APPLICATION FORM
 
Interested candidates should submit their applications which shall consist of the Vacancy Application Form, a comprehensive curriculum vitae, certified copies of their qualifications, a valid drivers’ licence, and valid proof of identification to: recruitment@mqa.org.za
 
NB: The Vacancy Application Form is compulsory and needs to be completed online and not printed out. Applications submitted without the application form will not be considered. 
 
The MQA is an Equal Opportunity Employer; therefore, the filling of the position will be in line with its Employment Equity Plan.
 
Recommended candidates will be expected to undergo a professional competency assessment and vetting processes.
 
Successful applicant will be required to disclose their financial interest.
 
Should you not hear from the MQA within 4 weeks of the closing date, you must regard your application as unsuccessful.
 
The MQA reserves the right not to appoint any person for this position.