Director: HRBP (P5) (Human Resources Division)
Position Summary
Introduction
The University of Johannesburg (UJ) is a vibrant and cosmopolitan university, anchored in Africa and driven by a powerful strategy focused on attaining global excellence and stature (GES). With an emphasis on independent thinking, sustainable development and strategic partnerships, UJ is an international university of choice. The University is guided by the Vice-Chancellor’s vision of “Positioning UJ in the Fourth Industrial Revolution (4IR) in the context of the changing social, political and economic fortunes of Africa”.
Job description
- Plan and provide a strategic vision to promote an efficient HRBP service. This will entail amongst others, implementation of best HR delivery systems and processes to enhance efficiencies.
- Partner with the HR leadership team in the development of annual HR goals and objectives that align with organisational strategies and needs of faculties and support divisions.
- Develop and establish function-specific annual plans, priorities, resources goals and objectives that are supportive of cross-functional HR goals and objectives.
- Provide thought leadership, technical expertise and consulting support to the Institutional leadership and staff members.
- Promote and strive towards a work environment that ensures a seamless delivery of HR Services to clients.
- Mitigates risk and exposure through thoughtful analysis and consideration of impact.
- Based on the understanding of the context of trends and needs across the institution, anticipate, and assess Faculty and Divisional needs and facilitate relevant interventions at executive level to meet client requirements.
- Collaborate and work in partnership with organisational development (OD) in the drive of key HR interventions to ensure development of the Institution where required.
- Direct the HR Business Partners in servicing their respective client needs according to the HRBP model.
- Liaise with HR clients in respect of high-level needs and ensuring successful partnering via the HRBP’s.
- Respond to client specific needs to be addressed through business partnering.
- Monitor success by means of client satisfaction surveys and documented service level agreements.
- Continuously seek best practices to integrate HR into line.
- Implement HR processes throughout the university including not limited to Recruitment and Selection, Learning and Development, Performance Management including, Succession Management, Retention Management, Compensation Management, Organisational Design and Change.
- Directs position management and budgeting process for respective environments.
- Prepare and complete the annual position budget.
- Provide guidance and support on vacancies, budgets, and workforce planning to functional areas.
- Provide monthly reports to functional areas on position management and budget updates.
- Develop, continuously improve, and implement the Resourcing Process as per the Resourcing Policy.
- Develop a unique and fit for purpose recruitment plan which addresses Institutional recruitment needs.
- Develop the competence of both HRBPs and functional areas ensure appropriate selection methodologies are being applied.
- Become purposely involved in high level Resourcing issues/and or programs.
- Actively monitor and encourage line to attain EE targets and transformation.
- Guide to ensure compliance of all HRBP Service level agreements based on HR Strategies with Faculties and Divisions across the Institution.
- Identify HR related risk and develop strategies and implementation plans to minimize/eliminate risk.
- Monitor and execute where appropriate transformation initiatives such as, achieving the employment equity (EE) plan of the Institution
- Constantly measure the effectiveness of HR strategies in place in the environment.
- Develop and maintain HR Business Processes which are directed by policy and which serve as the guide for audit of HR Business Partner related HR processes.
- Manage, coach, identify talent and develop skills in terms of UJ Policies.
- Monitors output of the team and make sure there are adequate resources to deliver consistent service and identify where it can be improved.
- Manages staff in terms of the Conditions of Service and applicable policies.
- Leads team in identifying best practices for standardization and efficiencies in processing with a mind-set of continuous improvement.
- Manage the budget of the Unit.
Minimum requirements
- Postgraduate qualification and/or advanced technical or professional certification (NQF 8), or
- HR related or Industrial Psychology Qualification (NQF 8) with 5 to 8 years’ relevant experience.
- Ability to advise clients on HR Strategy, including HR Business Partnering, HR Routine Professional Services.
- Ability to operate at an Executive level.
- Communication (written and verbal).
- Interpersonal and assertiveness skills.
- Well-developed coaching skills.
- Computer literacy (MS Office, Oracle HRM).
- Develop service level agreements.
- Analytical and strategic thinking.
- Leadership and managerial.
- Planning and organizing.
- Persuading and influencing.
- Sound judgement in complex situations.
- HR Best Practices in the new world of work.
- HR Business Partnering and shared Services principles and practices.
- Broad based HR Policies and Procedures.
- HR Relevant legislation.
- Membership or registration with an HR professional body.
Your application, comprising of a detailed Curriculum Vitae as well as the names and full contact details (including telephone numbers and e-mail addresses) of at least three traceable and credible referees must be uploaded before or on the closing date of the advertised post. Please also attach the following: a copy of your highest academic qualification, proof of registration with professional bodies you might belong to and if applying for an academic position, a list of accredited research output and/ or a portfolio of your creative output.
Please note that the University is obligated, in terms of recent amendments to the Criminal Law (Sexual Offences and Related Matters) Amendment Act 2021 (Act 13 of 2021), to assess all prospective employees (including applicants) against the National Register for Sex Offenders (NRSO). The outcome of such an assessment may have an impact upon possible employment with the University.
For more information, please review the following link: Justice/Criminal/NRSO.
If you require technical support / assistance on the UJ e-recruitment website, please contact our service provider PNET on the following contact details: 0861 227337/010 140 3099 or email ujsupport@pnet.co.za.
Candidates may be subjected to appropriate psychometric testing and other selection instruments.
In conjunction to merit on the basis of qualifications, experience and proven achievements the University of Johannesburg is committed to providing equal employment opportunities for persons with disabilities and those individuals from the historically disadvantaged groups. As necessitated by operational requirements the University reserves the right not to make an appointment to positions advertised. If you have not received a response from the University within 8 weeks of the closing date, you should assume that your application has been unsuccessful.
