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NORTH-WEST UNIVERSITY (INSTITUTIONAL OFFICE)
PEOPLE AND CULTURE
PEROMNES: 5

ORGANISATIONAL DEVELOPMENT 

POSITION NUMBER: IM08725

 VACANCY: DIRECTOR 

The purpose of this position

To lead and direct organisational design and effectiveness. To optimise the use of HR Information System/s and to implement organisational culture and transformation.

 

Responsibilities: 

  • Strategy Development:
  • To lead the development of and take joint accountability for the implementation of an effective organisational model for

success model delivery.

  • Lead alignment across campuses in respect of transformation and culture development.
  • Organisational design and effectiveness:
  • Co-develop and take joint accountability for the implementation of an institutional operating model to drive NWU strategy realisation and transformation.
  • Research and design an architectural model in shaping the desired organisational model based on best practices.
  • Lead organisational, role and work design to achieve alignment and integration across NWU.
  • Lead organisation effectiveness, team development, and restructuring interventions.
  • Maintain strategic relationships for purposes of expectation management, knowledge sharing and integration.
  • Change Management:
  • Develop and implement a change management strategy for NWU aligned to the People and Culture strategic pillars.
  • Design a business change network in driving the transformation agenda.
  • To ensure that HR processes and policies aligns to the NWU evolving culture of innovation, healthy intellectual debate,

professional growth, achievement and excellence within the NWU.

  • Oversee change management including re-organisational and culture and values.
  • Identify key performance areas for change agents in NWU.
  • Integrate change management principles across the institution.
  • Monitor the change barometer and propose mitigating interventions.
  • Transformation and Diversity:
  • Compile a transformation strategy for NWU, aligned to key legislation and regulatory environment.
  • Establish and sustain continuous climate and culture measure(s) and implement corrective interventions to drive the transformation agenda.
  • Represent NWU at internal and external identified forums to influence the implementation of change in NWU’s transformation Journey.
  • Implement scorecards and monitor performance against key transformation imperatives and targets.
  • Influence and advise Faculty management in the execution of the transformation and diversity strategy.
  • HRIS:
  • Oversee the organization's HRIS (Human Resources Information Systems) in respect of development, implementation, and Modifications.
  • Integrate the HR systems ensuring HR process alignment in collaboration with IT.
  • Identify new development and system opportunities/software in delivering the People & Culture strategic agenda.
  • Management and Leadership Results areas:
  • Team composition, effectiveness and efficiency
  • Stakeholder relationship development and effectiveness
  • Corporate governance conformance, reporting and risk management
  • Budgeting, cost management and cost-effectiveness
  • Unit processes and systems design, utilisation, effectiveness and efficiency
  • Personal effectiveness, wholeness and development
  • Values-based behaviour leadership and personal compliance 

 

Minimum requirements:

  • Honours degree in Human Resources or equivalent - essential
  • Masters’ degree in Human Resources or equivalent - desirable
  • 10 Years concurrent experience in Human Resources of which preferably
    • 8-10 years as a Human Resources Generalist
    • 5 years management experience
    • Experience in Higher Education – strong recommendation

 

Other competency requirements:

  • Design and execute key programmatic elements of the OD process
  • Plan and lead short and long-term planning for OD programs
  • The ability to critically evaluate and exhibit ethical practices as per NWU brand promise
  • Evaluate strategies and programs to measure the achievement of established goals and provide a consultative service to business units regarding mentoring
  • Good business acumen and excellent interpersonal skills
  • Global and cultural awareness
  • Leadership and navigation
  • Demonstration of language proficiency in order to function optimally in the various functionally multilingual environments of the NWU.

 

REMUNERATION PACKAGE: Market Related

ENQUIRIES:                                                  Mr Kedirang Oagile, 018 299 4970

CLOSING DATE:                                          22 June 2017

COMMENCEMENT OF DUTIES:               1 August 2017 or as soon as possible thereafter

BENEFITS:                                                    Attractive study benefits as well as the normal fringe benefits apply.

TO APPLY:                                     Please send your application to Lionel.Eksteen@nwu.ac.za or Evalancia.Jones@nwu.ac.za

 

The University subscribes to and applies the principles of the Employment Equity Act and is committed to transformation.

All applications will be processed in terms of the Protection of Personal Information Act.

NORTH-WEST UNIVERSITY (INSTITUTIONAL OFFICE)
PEOPLE AND CULTURE
PEROMNES: 5

TALENT MANAGEMENT

POSITION NUMBER: IM02623 

VACANCY: DIRECTOR              

 

The purpose of this position

To develop strategies and best practices in attracting, development and retaining of key talent in the organisation in line with organisational strategic objectives.  Special focus will be given to driving a holistic deployment of expert advisory services in recruitment, performance management, reward and recognition and strategic workforce planning, budget and costing.  To manage the implementation of edge creating, integrated talent management and reward strategies, programmes and strategic workforce processes, ensuring alignment and support of NWU’s strategic direction

Responsibilities:

  • Strategy development:
  • To develop talent management strategies and policies for the NWU, taking into account current and future needs of the organisation, international best practices and the prevailing conditions of talent that is essential to the organisation.
  • Establish and maintain talent retention programmes – joint accountability.
  • Develop and take joint accountability for implementation of a cohesive, long-term integrated talent management strategy with unitary application across NWU.
  • Develop and implement a total reward strategy and a resourcing strategy for success model delivery.
  • Contribute strategically position talent management initiatives in the organisation in support of the achievement of strategic talent management and organisational objectives.
  • Strategically position and facilitate the marketing and promotion of the NWU’s assessments and related service offerings to the organisation.
  • Talent Management:
  • To ensure the buy in of NWU leadership and top management as well as the support and cooperation of all relevant stakeholders in the implementation of talent management strategies and initiatives.
  • Develop, disseminate, and implement edge creating talent management policies, processes and practices for high-performance
  • To recommend and manage the implementation of policy interventions for effective organisational change and transformation in the interest of corporate strategy and with greater focus on management of key talent.
  • Identifies and implements best practice talent management programs and initiatives including management of talent inventories, on boarding initiatives, social capital initiatives, mentorship, shadowing, etc.
  • To conduct surveys and analyses of employment trends within the NWU in order to inform decision- making and planning with respect to recruitment, deployment, compensation, and transfer of human capital.
  • Monitors implementation of HR policies, procedures and other HR processes relating to recruitment, performance management, rewards, recognition, restructuring, training and development etc. ensuring that these do not negatively impacton organisation’s management of talent. Joint accountability
  • Identifies internal and external opportunities and networks that can build potential talent and support NWU talent management strategy.
  • Integrate talent management outputs into other strategic People and Culture business drivers such as transformation, leadership development, culture, recruitment and selection and EVP
  • Direct succession and performance management system
  • Establish NWU competency framework for success model delivery
  • Representation on Institutional Employment Equity and Skills Development committees
  • Employee Commitment:
  • Design an EVP for success model delivery and take joint accountability for implementation.
  • Lead continuous employee engagement and commitment analytics and intervention design.
  • Rewards and recognition management:
  • Design and implement a total reward system covering all aspects of reward (long and short term variable remuneration, guaranteed remuneration, benefits) to attract and retain employees
  • Maintain an effective reward governance model aligned to the NWU transformation culture
  • Drive inclusion and transformation
  • Ensure that NWU Performance management practices and rewards enhance employee performance, development of talent and overall organisational performance
  • To ensure that the reward and recognition policies support the strategic management goals of the organisation.

 

  • Resourcing:
  • Sustain a strategic workforce plan to impact sourcing strategies, development and succession management
  • Direct recruitment and sourcing practices for success model delivery
  • Advice the organisation on HR capacity planning, talent acquisition, people development and offer professional sourcing services to operating units.
  • Monitors effectiveness of organisational culture, values, design, policies, procedures and practices in attracting, retaining and nurturing key talent in the organisation and building NWU employee brand and value proposition.
  • Strategic Workforce planning:
  • Develop and implement a SWFP model.
  • Oversee implementation and execution of the 5-year strategic workforce plan.
  • Oversee the conduct of training to up skill managers on the workforce planning process, model and tools, joint accountability

– Learning and Development.

  • Oversee the facilitation 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.
  • Oversee the execution of quarterly reviews with managers to review and revise workforce plans.
  • Oversee workforce analytics, skills gap analysis and staff budgeting.
  • Management and Leadership:
  • Policy integration of a variety of expert input and coherent implementation across a large organisation.
  • Team composition, effectiveness and efficiency.
  • Stakeholder relationship development and effectiveness
  • Corporate governance conformance, reporting and risk management
  • Budgeting, cost management and cost-effectiveness
  • Unit processes and systems design, utilisation, effectiveness and efficiency
  • Personal effectiveness, wholeness and development
  • Values-based behaviour leadership and personal compliance

 

Minimum requirements:

  • Honours degree in Human Resources or equivalent - essential
  • Masters’ degree in Human Resources or equivalent - desirable
  • 10 Years concurrent experience in Human Resources of which preferably
    • 8-10 years as a Human Resources Generalist
    • 5 years management experience
    • Experience in Higher Education – strong recommendation

 

Other competency requirements:

  • Organisational awareness by demonstrating knowledge of policy, procedures and discipline
  • Understand or exposure to a talent management international best practice
  • Good project management skills
  • Highly motivated, energetic self-starter who has the ability to be proactive
  • Understanding and application of relevant legislative requirements
  • Extensive experience in aspect of talent management, recruitment and rewards and recognition
  • Ability to work under pressure and exhibit behaviour that speaks to brand promise of NWU
  • Membership on professional bodies: SABPP, IPM, SARA will serve as a strong recommendation
  • Demonstration of language proficiency in order to function optimally in the various functionally multilingual environments of the NWU.

 

REMUNERATION PACKAGE: Market Related

ENQUIRIES:                                                  Mr Kedirang Oagile, 018 299 4806

CLOSING DATE:                                          22 June 2017

COMMENCEMENT OF DUTIES:               1 August 2017 or as soon as possible thereafter

BENEFITS:                                                    Attractive study benefits as well as the normal fringe benefits apply.

TO APPLY:                                     Please send your application to Lionel.Eksteen@nwu.ac.za or Evalancia.Jones@nwu.ac.za

Job Spec – RECRUITMENT CONSULTANT POSITION Offering: R18K to R25K per month

RECRUITMENT CONSULTANT POSITION

REF: IPMWES2016(1)

Role Purpose

The Recruitment Consultant identifies sources, selects, and onboards talent in the Organisation using screening and assessment procedures according to company policy. The incumbent will be responsible for administration related to the recruitment process.

Responsibilities

  • Promotes teamwork amongst peers and team members
  • Creates solutions to meet customer demands
  • Ensures continuous process improvement to enable effective operational processes
  • Works with recruitment service suppliers to make sure they adhere to the Service Level Agreements
  • Coordinates a fair and compliant recruitment process
  • Contributes to cost efficiencies
  • Participates in planned activities that are appropriate for own development

Additional Requirements

Preference will be given to candidates with the following Experience, Ability, Qualification, Knowledge and Skills

  • Minimum 3 years of recruiting experience, At least two years external recruitment, will be an advantage
  • Experience in sourcing, screening, interviewing, and hiring candidates
  • Bachelor’s degree in Psychology, Communications, Business or HR is preferred
  • Ability to communicate with all levels of management
  • Ability to interact with external agencies and search companies to source candidates
  • Knowledge of SA Labour legislation
  • Strong administrative skills
  • Excellent client relationship building track record


Minimum Qualification -
National Diploma in HR ManagementQualifications

  • Preferred Qualification - Degree in HR Management APSO Registration

Remuneration

Cost to Company – maximum R400000.00

Email your C.V. to media@ipm.co.za

Closing date: 20 August 2016

CONTACT INFO

No. 24 Wellington Road, Parktown; Johannesburg

Our new number :      (0111) 544 4400 or  (011) 0662351

Useful emails below:
Membership, Convention & Exhibition Bookings, Events
lavern@ipm.co.za
patricia@ipm.co.za
administration@ipm.co.za

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