NATIONAL STUDENT FINANCIAL AID SCHEME (NSFAS) – HR PRACTITIONER

 
Recruitment
• Advise management on workforce planning for the service unit.
• Act as liaison and renders advise on Recruitment & Selections matters.
• Ensure established standard recruiting practices and procedures are followed.
• Ensure compliance with EE plan in relation to the recruitment process.
Coordinate recruitment and selection process; serves as the panel secretariat.
• Ensures company compliance with all existing regulation and reporting requirements including any related to the Labour Relations Act, Basic Conditions of Employment Act, DTI requirements relating to BEE, etc.
• Works with outsourcing providers to optimise cost-savings and service effectiveness.
• Ensures that recruitment turnaround times are met.
• Conduct on boarding of new employees at a service unit to ensure integration into the service and conducts exit interviews.
 
Performance Management
• Coordinate the implementation of a performance management system that includes performance appraisal processes and employee development plans.
• Delivers on ways to develop employees and increase their performance.
• Report on the progress of the implementation of the performance management in the service unit.
 
Training and Development
• Work with the line manager to ensure that learning and development gaps that are identified are cascaded to the Learning and Development section.
• Works together with the Learning and Development section to ensure that all identified training and development priorities are actioned, and progress measured i.e. management development; training identified through PDP’s, succession planning etc.
• Report on the progress made in relation to the plan for the service unit.
 
Service Development and Transformation
• Drives the Transformation agenda through all practices and processes in the HR value chain.
• Liaise with the Employment Equity Forum in driving transformation and diversity initiatives in the service unit.
• Evaluates plans and changes to plans.
 
Change Management
• Challenge the status quo, manages circumstances and helps other to adapt to their changing environment.
• Initiate change initiatives in the service unit to support changes brought about by the service strategy.
 
Employee Relations
Keeps abreast of best policies and practices.
• Communicates Human Resources policies, procedures, and regulations.
• Work with the line manager to identify ER issues affecting employees in the service unit.
• Bring all ER issues to the attention of the ER section of HR.
• Monitors and advises managers regarding disciplinary processes
• Monitors the implementation of a performance improvement process with non-performing employees.
• Prepare Monthly and Quarterly HR reporting at various levels in the service on activities of the service unit.
 
Employee Wellness
• Assist the line manager in the Service Unit to identify employees that require Employee Wellness.
• Ensure general staff wellbeing and support through the Wellness Programme.
• Refer all wellness cases to the Employee Wellness section.
 
Stakeholder Relationship Management
• Develop strong service relationships with Line Managers negotiates effectively and persuades peers to move into a desired direction aligned with the HR Strategy.
• Advises Line Managers on how to deal with all issues pertaining to the people aspect within their departments (succession planning, workforce development, key employee retention, and service design).
• Conducts monthly meetings with Line Managers to proactively manage all people issues in the various departments.
• Sits on the service units MANCO and clearly gives input to service operations from an HR perspective; and clearly communicates to management across the service i.e. delivers presentations at various levels.
• Foster a positive climate within the team with regular and open two-way communication.
• Give input into 360-degree assessments of line management staff as it relates to the HR activities and processes.
 
Budget Management
• Assist with the monitoring of budgetary items of allocated service units as it relates to the overall HR budget spend.
 

 
DESIRED SKILLS AND EXPERIENCE
Minimum requirements:
• A relevant 3 year post matric qualification, an HR Diploma, Degree or similar
• A total of 8 years HR experience in the full generalist function
• Experience in partnering with Line Management
• Should be able to operate at various levels in the service i.e. Employee, Line Managers and Senior Management
• MS Office Skills (Excel, Word, PowerPoint)
 
Beneficial skills and experience:
• Experience as a Human Resources Business Partner (HRBP)
• Experience in Recruitment & Selection, Employee Relations and Remuneration & Benefits
 
Competencies:
• Assertiveness
• Prioritisation
• Sense of urgency
• Relationship Building
• Analytical
• Accuracy
• Planning & Organising
• Emotional Intelligence
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REMUNERATION & BENEFITS
Remuneration Package: R 643 955 to R 736 280 per annum
Total Cost to Company per annum inclusive of all benefits and company contributions.
 
PLEASE NOTE 
 
Closing date: 27 July 2020
 
Interested applicants should send detailed Curriculum Vitae, copies of academic qualifications and names of three contactable referees to Ms. Nokulunga Mtse via email jobs@nsfas.org.za.
 
NSFAS do not consider late applications. Staff on Leave must ensure that they check the NSFAS portals for advertised vacancies and familiarize themselves with the respective closing dates. NSFAS only corresponds with Shortlisted Candidates. If you do not hear from NSFAS within 2 months of the closing date, please consider your application unsuccessful.
 
** NSFAS committed to employment equity. Preference will be given to candidates who improve employment equity considerations **
 
10 Brodie Road, House Vincent, 2nd Floor, Wynberg, Cape Town, 7700 | Private Bag X1, Plumstead, Cape Town, 7800
Tel No.: 0800 067 327 | 021 763 3200 | Email: jobs@nsfas.org.za