To enhance the optimal functioning of the Office of the Executive Director People and Culture through, among others, planning, scheduling, reviewing, coordinating and overseeing the day-to-day operations of all People and Culture functional activities. Interaction with People and Culture heads of directorates on a daily basis and clients to ensure and oversee the delivery of outputs and decision making on behalf of the Executive Director in his/her absence. Take responsibility for the delivery of projects in collaboration with heads of Directorates and Clients to ensure the optimal functioning and effectiveness and efficiency of the people and culture operationally. To contribute operationally towards the strategic direction of people and culture. 

·         Jointly accountable to implement unitary People & Culture strategy across campuses and faculties for success model delivery

 

·         Ensure effective operation of the department through personnel management, financial management and provision of adequate resources and facilities.

·         To supply top management with an integrated view of current and future HR activities and trends, in line with People and Culture strategy and policy.

·         Provide direction and set targets and goals for the Client Services department, by aligning policies, processes and projects with People and Culture targets and deadlines.

·         Ensure service agreements are set up for the Client Services department and various stakeholders so that service levels are met, and turn-around time meets the expectations of clients

 

·         Oversee with the relevant directorate the implementation of appropriate HR systems, Processes and interventions

·         Ensure the alignment of various HR systems across HR business units.

·         Oversee the designs, monitoring and the assurance of system quality.

 

·         Oversee, lead, enable, empower, motivate, evaluate and provide guidance to the directorates: People and culture when required

·         Compilation and monitoring of the annual HR departmental Operational plan and progress reports

·         Co-ordinate and consolidate HR responses to audit reports, progress reports to top management

·         Provide People and Culture reports to the various university governance committee

·         Registration, co-ordination, monitoring and alignment of key HR projects to ensure execution thereof.

·         Attend to the HR Executive: People and Culture’s administrative activities as well as task and document management for efficiency and sustainability of the unit.

·         Oversee the regular policy review and re-development of redundant policies and ensure approval at correct channels

·         Serve in the university budget committee

 

·         Manage all key HR stakeholders and communicate with the regularly

·         Business partnering across the institution

·         Liaise with service providers, management, and other tertiary institutions

·         Recommends authorisation and approves transaction/ proposals within delegated authority on behalf of HR: Executive director

·         Ensure quality control of the whole People and culture and the financials thereof

·         Define and set HR initiatives and priorities to achieve business goals

·         Prepares and makes presentations on behalf of the HR: Executive Director

·     Honours Degree in HR, Labour relations, Industrial Psychology and related fields is essential.

·     Master’s degree in HR, Labour relations, Industrial Psychology and related fields is desirable.

·     5 years HR exposure in a higher education environment in a managerial level

·    10 years operational and/or consulting HR experience.

·         In depth knowledge of HR planning methodologies and techniques and exposure to HR practices such as succession planning, attraction, and retention, accelerated development, employment equity etc

·         Strong ability to interpret, apply and coach on human resources related legislation, policies, procedures, and best practice

·         Knowledge on corporate strategies, networking, benchmarking, research commissioning, strategy, formulation processes, assessment methods, structures, systems and process and optimisation

·         Planning and organisational skills, including project management and budget skills

·         Computer literacy, especially ICT- Processes in terms of computerised HRM software

·         Functional knowledge/ competence in Management of People

·         Functional knowledge/ competence in report writing, records management, performance management

·           People and relationship management including creative problem-solving self-management, diversity management and adaptability to change

·           Ability to function as a change agent

·           Initiative, flexible, meticulous, creative, analyse, strategize, synthesise

The annual total remuneration package will be commensurate with the level of appointment as advertised and in line with the NWU policy guidelines.