EXTERNAL INDEPENDENT MEMBERS FOR HUMAN RESOURCE AND REMUNERATION COMMITTEE (HRRC) (HUMAN RESOURCE GENERALIST)

MINIMUM REQUIREMENTS Three-year bachelor’s degree in human resources management or an equivalent qualification. Post graduate qualification in Human Resources Management or an equivalent qualification. Minimum of 10 years’ experience in Human Resource Management (HR Value Chain), 5 years which must be at a Senior Manager/ Executive Level within a corporate organisation, public sector, or state-owned Entities/ organ of state. Ability to provide objective, sound judgement and independent support to Governance Committee/ a board /Council. Active professional membership with South African Board for People Practices (SABPP)/ Institute of People Management (IPM)/ South African Reward Association (SARA)      ADDED ADVANTEGE REQUIREMENTS   More than 10 years’ experience in Human Resource Management (HR Value Chain) in a corporate organisation, public sector, or state-owned Entities/ organ of state. More than 5 years’ experience in Senior or Executive Management in Human Resource Management (HR Value Chain) in a corporate organisation, public sector, or state-owned Entities/ organ of state More than 3 years’ experience serving as a member of the Human Resources and Remuneration Committee/ Board / Council.   REQUIRED KNOWLEDGE King IV report and other corporate governance legislation. Familiar with the Nursing Act 33 of 2005. Computer literacy in Microsoft Office packages. Remuneration benchmark / surveys / market data and Pay scale design and implementation. Incentives. Employee engagement initiatives. King IV Code on Corporate governance. Job analysis / job evaluation / based pay management / variable pay / international total remuneration. Integrated Remuneration report. Human Resource and Remuneration trends. Human Resources standards and Value Chain Human Resources Audit. Provident fund and related matters. Change management. Risk management. Transformation. Remuneration strategy, policies, and practices. Total rewards strategy. Innovative Compensation and benefits strategies. Code of good practice in Human Resource management. Employee value proposition (EVP). Human Resources strategy / Talent Management strategy. Diversity, Equity, and Inclusion (DEI). Performance management and Development System (PMDS) Policy and Procedure development. Organisational design and development. Talent management and Succession planning. Learning and development. Leadership development and competency framework. Human Resources metrics / dashboard. Human Resources governance and compliance. Performance evaluation of the council and committees. Application of SA Labour Legislation.   REQUIRED COMPETENCIES / SKILLS Objectivity, good reputation, commitment. Interpersonal and Communication skills. Integrity and sound judgement. Emotional intelligence. Analytical mind and problem-solving skills. High level decision making and strategic oversight. Appreciation of a broad economic and financial trends. Proficiency in English (verbal and written). An analytical and innovative thinker with attention to numerical detail. Ability to work under pressure, maintain confidentiality with adherence to deadlines.  KEY PERFORMANCE AREAS Perform all functions as per the HRRC Terms of Reference, including but not limited to: Human Resource Strategy, Recruitment and Selection; Learning and Development; Performance Management and Moderation; Employee Relations; Rewards and Recognition; Employee Wellness;Organisation Development; Job Evaluation Policy development and Review.? Considers and recommends policies to the governance committee of the Board / Council for approval. Oversees internal and external audit of the Human Resources function to ensure accurate and reliable reporting that comply to the laws, regulations and best practices. Research and advise on human resource best practices.   Provide support for efficient functioning of the HRRC.  Commits to fully attending the full-length Committee meetings both physically and where applicable virtually. Provide advice and guidance on best practice in job grading and evaluation. Provide expert advice on talent management, succession planning, HR strategy and Employee Value Proposition in line with HR best practices. Experience in serving as a member to the governance committee of the Board / Council.

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