EXECUTIVE: HUMAN CAPITAL – NAMCOR

The incumbent is expected to strategically manage and direct the department in accordance with established guidelines and laws. In addition, the executive needs to ensure that NAMCOR is an employer of choice by developing and implementing attraction and retention strategy.

KEY PERFORMANCE AREAS:

1. Develop, implement, maintain and review strategies, policies, rules and procedures: 

• Translates NAMCOR’s strategic plans into human capital long-term and short- term operational plans supported by specific programmes that guide the implementation of the plans by NAMCOR management and the HC team.
• Participates in the development of the organisation strategic plans and programs as a strategic partner, highlighting the perspective of the impact on people.

2.  Human Capital Planning, Recruitment and Selection of competent staff:

• Orchestrates the development of staffing strategies to identify talent within and outside the organisation for positions with responsibilities.
• Reviews and refines recruitment and selection processes and ensure that they facilitate the attraction and retention of the right skills while complying with statutory and regulatory requirements.

3. Human Resources Administration and Remuneration & Reward Management:

• Guides the organisation on the structuring of rewards and remuneration practices to serve NAMCOR’s attraction and retention goals and objectives.
• Responsible for annual remuneration and benefits reviews with Unions and other relevant stakeholders.

4. Training and Development / Talent Management and Succession Planning:

• Facilitates the integration of performance management, training and development efforts and succession planning efforts to ensure a coherent and sustainable human capacity development.
• In consultation with other Executives, develops and oversees the implementation of short-term and long-term training and development programmes and related budgets.

5. Organisational Development and Performance Management:

• Facilitates the implementation of organisational development interventions such as team building, and wellness programmes to develop team effectiveness.
• Ensures that performance reviews are undertaken in line with existing policies, and those results are valid and reliable.

6. Staff and Work Relations Support: 

• Engages various stakeholders soliciting their inputs in the development of staff and work relations policies and procedures.
• Guides management in the enforcement of disciplinary measures ensuring that such steps are in line with company policies as well as statutory and regulatory requirements.

7. Leading the HC Team and develop and maintain stakeholder relationships:

• Has the responsibility of leading, engaging and motivating own team to be customer oriented, professional and productive.
• Ensure that HC employees maintain confidentiality at all times.

• Master’s Degree in any of the following: – Human Resources Management/Industrial Psychology/Training and Development/Organisational Development/Business Administration, or other relevant and equivalent qualification from a recognized institution with 8 years’ relevant experience or;

• Bachelor’s Degree in any of the following: – Human Resources Management/Industrial Psychology/Training and Development/Organisational Development/Business Administration, or other relevant and equivalent qualifications from a recognized institution with 10 years’ relevant experience.

• At least 5 (Five) years’ hands on Human Resources experience at managerial level where the incumbent has covered all the general areas of the human resources value chain.