Senior Specialist: Strategic Workforce Planning and EE
Listing reference: nwu_000583
Listing status: Under Review
Apply by: 13 April 2022
Position summary
Industry: Education & Training
Job category: Human Resources and Recruitment
Location: Potchefstroom
Contract: Permanent
Remuneration: Market Related
Introduction
NORTH-WEST UNIVERSITY (Potchefstroom CAMPUS)
FACULTY/ DIVISION: People and Culture
POSITION NUMBER: N000629
VACANCY: Senior Specialist: Strategic Workforce Planning and EE
PEROMNES GRADE: 7
EMPLOYMENT TYPE: Permanent
Job description
PURPOSE OF THE POSITION
To provide expert advice and leadership in talent management skills workforce planning and budgeting in support of strategic talent management objectives in order to create and enhance a compelling employment value proposition. To conduct strategic workforce planning and co-ordinate the staff budget optimally and functionally. To coordinate and facilitate EE processes that will ensure that the University is compliant in terms of the Employment Equity Act and regulations to the Act.
KEY RESPONSIBILITIES:
1. HR Strategy implementation
o Contribute to the design, development and facilitation of the execution of the NWU talent and organisational development strategy with respect to skills workforce planning and budgeting
o Contribute to strategically positioning talent and organisational achievement of strategic objectives related to skills workforce planning and budgeting
o Strategically position and position facilitate the marketing and promotion of the NWU skills workforce planning and budgeting and related service offerings to the organisation.
o Maintain and disseminate policy and procedures related to talent management with respect to skills workforce planning and budgeting.
2. Strategic Workforce Planning and Workforce Analytics
o Develop and implement a SWFP model
o Implementation and execute the 5-year strategic workforce plan
o Conduct training to upskill managers on the workforce planning process, model and tools, joint accountability – Learning and Development
o Facilitate development of a workforce plan per department and faculty focussing on skills mix, cost improvement plans, activity drivers, aligned to the 5-year SWFP, joint accountability –HRBPs and budget – Finance
o Execute quarterly reviews with managers to review and revise workforce plans
o Monitoring plans against the actual position and redesign where appropriate
o Maintain a robust system for effective collection, validation, analysis, interpretation and reporting of workforce intelligence
o Develop and conduct workforce analysis to identify trends and benchmark data both internally and externally. Joint accountability – HRBPs
o Implement workforce initiatives
3. Critical and scares Skills Gap Analysis & Research
o Quantify and identify gaps against approved talent / skills development framework, operational plans and transformation objectives
o Develop workforce solutions to close the gap
o Implement, continuously monitor and evaluate
o Stay abreast of latest Workforce trends / developments, practices, procedures nationally and internationally and provide specialist advice on best practice in workforce planning methods
4. Staff Establishment, Staff budget Co-ordination and Vacancy management
Staff Budget Co-ordination
o Coordinate the annual NWU staff budget in line with the approved workforce plans ( Joint accountability with Financial planning)
Vacancy management
o Compile monthly and quarterly vacancy reports to monitor progress on EE targets, and providing report to the PCEE committee
Staff Establishment Position Changes
Coordinate and oversee:
o The creation new positions
o Changing position details (Grades &Names)
o Move positions.
o Abolish positions
Provide Staff Establishment and budget reports
5. Employment Equity
Planning
o Coordinate the preparation and implementation of an EE plan which will achieve reasonable progress towards EE at NWU
o Provide inputs to the determination of the numerical goals to achieve the equitable representation of suitably qualified people from designated groups within which this is to be achieved, and the strategies intended to achieve those goals.
o Constitute institutional committees
o Collaborate with and co-ordinate the activities of all persons in the workforce, including senior managers, responsible for all monitoring and implementing the plan.
o Oversee consultation on the implementation of the Employment Equity Plan at the relevant forums i.e. EESDF)
o Provide reports for the PCEE committee
Monitoring and Implementation
o Monitor, review and evaluate the implementation of the plan and whether reasonable progress is being made towards implementing EE both the Numerical goals and Non-numerical goals.
o Ensuring effective allocation for capacity building fund
o Maintain Effective communication structure with relevant internal stakeholders (i.e. EESDF, University bargaining Forum(UBF),Institutional Forum(IF)and external stakeholders
o Ensure Institutional Compliance (Internal and external Audits)
Reporting
o To submit employment equity, plan every 3 to 5 years.
o Submit EE reports to UMC and Council
o Submit annual EE reports to the Department of Employment and Labour and Secretariat and other external parties i.e. Commission for gender equality)
o Oversee the database and register and provide statistics
6. Disability Management
o Coordinate the approval, implementation and regular review of an NWU Disability Policy and NWU Disability Management Plan for Employees with disabilities.
o Creating and maintaining data base of employees with disabilities and a resource data based with regards to disability resources
o Promoting employment of employees with disabilities.
o Co-ordinating awareness and sensitisation programmes with regard to people with disabilities.
o Co-ordinating aid to employees with disabilities with other stakeholders.
o Effective management and support of people with disabilities (reasonable accommodation, identification.)
o Effective management of the Disability Fund
7. Financial Hemis
o Oversee the mapping HEMIS codes/information to the payroll data
8. Adhoc responsibilities
o Execute all related adhoc duties as requested
9. Leadership
o Stakeholder relationship development and effectiveness
o Regulatory and statutory compliance and reporting
o Process and system utilisation and adherence
o Personal effectiveness, wholeness and development
o Values-based behaviour leadership and personal compliance
Minimum requirements
MINIMUM REQUIREMENTS:
o Bachelor’s Degree in Human Resources/ finance and business related fields
o Honours Degree in Human Resources/ finance and business related fields
o Overall 5 years’ experience Specialist in SWFP and EE
o 5 years’ experience as a Specialist in relevant industry / professional leadership
3 years’ experience in Higher Education
KEY FUNCTIONAL/ TECHNICAL COMPETENCIES:
o Analytical skills to understand and apply research and statistics in report writing and decision making
o Solid knowledge of the principles of skills workforce planning and budgeting
o Organisational skills to manage records, data, financials and meet tight deadlines
o Advanced computer skills ( Microsoft office) with advanced knowledge of Excel and experience with specific software and web-based systems
o Labour legislation (LRA, EEA, BCEA, HSA, SD, BBBEE Act, et al)
o Report writing skills
o Problem solving skills
o Interpersonal skills
o Ability to work in a team and interact with stakeholders at all levels
ALL PREVIOUS APPLICANTS WILL BE CONSIDERED FOR THIS POSITION.
The annual total remuneration package will be commensurate with the level of appointment as advertised and in line with the NWU policy guidelines.
ENQUIRIES REGARDING JOB CONTENT MAY BE DIRECTED TO: Helen Lekalakala/ 018 299 4601
ENQUIRIES REGARDING RECRUITMENT PROCESS MAY BE DIRECTED TO: Yvette Lamprecht/ 018 299 4616
CLOSING DATE: 13 April 2022
PLANNED COMMENCEMENT OF DUTIES: As soon as possible.
Kindly take note: applications must be submitted online through the official nwu vacancy website.
Incomplete applications and those submitted through any other platform will not be considered.
The University subscribes to and applies the principles of Employment Equity (EE) Act and is committed to transformation. Preference will be given to candidates from the designated groups, in accordance with the principles of the EE Act and NWU Employment Equity Plan.
The University reserves the right not to make an appointment. Communication will be limited to shortlisted candidates only.
If you are not contacted within two months from the closing date of this advertisement, please accept that your application was unsuccessful.
