POSITION NUMBER: IM02623
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
- 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.
- 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
- 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