Chief Director: People and Culture (P003094)
Listing reference: nwu_003821
Listing status: Under Review
Apply by: 24 October 2025
Position summary
Industry: Education & Training
Job category: University and Academy
Location: Potchefstroom
Contract: Permanent
Remuneration: Market Related
About our company
NWU
Introduction
To support the effective functioning of the Office of the Executive Director: People and Culture by planning, scheduling, reviewing, coordinating, and managing the day-to-day operations of all People and Culture activities. This includes regular engagement with directors and clients to ensure delivery of outputs, as well as making decisions on behalf of the Executive Director when required. The role further entails leading and delivering projects in collaboration with directors and clients to enhance operational efficiency and effectiveness. Additionally, it contributes to shaping and driving the strategic direction of People and Culture from an operational perspective.
Job description
P&C Digital Transformation Strategy, effective automation and digitization
- Complete project team assembly.
- Procure professional services from a service provider with expertise to assist in the analysis and investigation processes.
- Provide proposal on alternative system for temporary employees.
- Provide report/proposal on the implementation in a modular fashion.
- Data Cleanup completed and signed off.
- Ensure the successful automation of the Resourcing process for applications and shortlisting process.
- Automate the employee exit process.
- Automate the functional allowance process.
Promote and enhance Employment Equity
- Implemented strategies for accelerating the appointment of black staff generally, black women specifically and staff living with disabilities.
- Progress towards achieving targets expressed in statistics, indicating either successes, or deficits, or compliance supported by evidence-based reasons.
- The Successive EE Plan is executed with clear communication and monitored appointments.
- Review, update and implement the development of Academic Development Programs (nGAP, GOOT).
- Mentorship program completed and evaluated.
- Leadership program revitalized.
- Specific emphasis and focus on black and female senior promotions incorporated.
- Promotions criteria revisited to make reasonable accommodation provisions for People Living with Disabilities.
- Communication drives to encourage staff with international exposure to update information on DIY and included in the individual’s PDP.
Personnel cost efficiency to increase institutional operational effectiveness
- Provide expert advice to the Staff Optimisation Project and ensure that they have the data they require to inform analysis and decision making.
- Manage and plan projects to be approved and presented to Council.
- Manage the Top Structure consulted and approved by Council.
- Report with recommendations on optimisation of the structures.
- Recommendations regarding optimizing with the focus on reducing remuneration costs approved by UMC and implementation commenced.
- Downward management of non-standard appointment costs.
- In collaboration with Strategic Intelligence, develop and implement strategies for optimizing the Productivity Human Resource Allocation Model ratios.
- Refine criteria for the creation of new posts which will inform the new staff cost apportionment.
Cultivate and enhance an ethical, inclusive, welcoming and values-driven culture
- Identify and implement culture interventions for leadership.
- Conduct Culture surveys.
- Implement training on the role of line management in people management.
- Create an Enabling Leadership Culture that fosters a shared direction, shared values and alignment and commitment to transform the Organizational Culture.
- Establish and implement a clear vision for the workplace of future leadership interventions that prepare future leaders for the workplace of the future.
- Establish and implement women in leadership programs to eliminate barriers for women who lead. Leadership interventions that prepare NWU women leaders for the workplace of the future.
- Implement interventions that support the implementation of the Council-approved Digital Transformation Strategy.
- Infuse sound change management processes and project management skills in all P&C practices.
Attraction and retention of excellent staff
- Integrated Talent Management Framework developed and consulted.
- Ensure project plans for staff cost optimization are developed and approved.
- Strategy for the progressive differentiation in remuneration for academic staff refined and updated.
- Revise COS to enhance COS for mission critical and scarce skilled staff and Occupations in High Demand.
- Entrenched culture as a retention strategy and develop a Resourcing Plan with consultation from all the SMC members, progress tracked on a monthly basis.
- Provide training to managers on how to foster employee well-being within the workplace.
- Provide psychosocial counselling services to employees.
- P/C plan for the hyper-personalization of people management practice, developed and consulted.
- Integrated reporting on vacancies i.e., monitoring the recruitment status, occupancy of vacancies and age analysis quarterly reports.
Enhance Stakeholder Relationships
- Ensure the commencement of one P&C roadshow at all three Campuses.
- Schedule monthly meetings with UMC members focusing on P&C issues and closing out of all issues.
- P/C Practitioners participate in the strategy sessions of the environments they serve.
- Monthly strategic issue log register and resolution of all matters in line with quality manual standards
- Consult on the annual Cost of Living.
- Adjustment (COLA) meetings with key stakeholders.
- Implementation of COLA outcomes.
- Data gathering of all issues impacting the staff cost optimisation project.
People Management
- Create an enabling leadership culture by developing a shared direction, shared values and alignment and commitment to transform the organizational culture.
- Develop and implement a CS team upskilling and Reskilling improvement plan.
- Develop and Implement metrics for the measurement of CS team deliverables.
- Define and implement a road map for the capacity building of CS Practitioners to develop solution-oriented skills- empowerment of the CS team.
Minimum requirements
MINIMUM REQUIREMENTS:
- A master’s degree in human resources management or related field (NQF level 9).
- A minimum of eight (8) years’ specialist/operational human resources experience of which four (4) years should be on management level preferably within the higher education environment.
- Registration with a relevant professional body would be advantageous.
KEY FUNCTIONAL/TECHNICAL COMPETENCIES:
- Project management skills.
- Highly motivated, energetic self-starter who can be proactive.
- Understanding and application of relevant legislative requirements.
- Ability to work under pressure and act in a disciplined manner.
- Organisational awareness by demonstrating knowledge of policy, procedures, and discipline.
- Demonstrated ability to direct the development and implementation of strategy and strategic projects.
- Excellent managerial skills, including the management of human resources.
KEY BEHAVIOURAL COMPETENCIES:
- Excellent people skills.
- Excellent oral and written communication skills.
- Accuracy and attention to detail.
- Sound negotiation and conflict resolution skills.
- Work well under pressure, creating and managing change.
- Corporate intrapreneurship.
- Providing insights, vision, and goal setting.
REMUNERATION:
The annual total remuneration package will be commensurate with the level of appointment as advertised and in line with the NWU policy guidelines.
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: Mr Milton Nyamadzawo on 018 285 2688
ENQUIRIES REGARDING RECRUITMENT PROCESS MAY BE DIRECTED TO: Lionel Eksteen on 018 285 2104
CLOSING DATE: 24 October 2025
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.
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