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”.

• Act as team lead and oversee all functions and processes relating to the team.
• Provide guidance and advice to the team on all day-to-day activities.
• Provide necessary tools to the HRBPs to do their jobs effectively.
• Manage training needs in line with the training plan.
• Manage performance
• Overview and knowledge sharing on COE, policies, and procedures.
• Informal mentoring and coaching of team members.

• Oversee the entire recruitment process from vacancy to placement.
• Ensure effective vacancy management and reporting.
• Ensure that the set Resourcing SLA is achieved by the HRBP to ensure that an effective resourcing service to the Faculty/Division is provided by HRBPs. This includes: influencing and advising line management on job analysis, job descriptions, advertising, and shortlisting.
• Guide line on the application of relevant selection methodologies as per (resourcing policy, Advice on which Media to utilise for which kind of talent search).
• Oversee the annual budgeting process in conjunction with HRBPs and Budget Controller.
• Provide advice and ensure adherence to applicable UJ policy and legislation especially in the area of equal opportunity to ensure that UJ recruits excellent candidates, actively monitors, and encourages line to attain EE transformation.
• Submit final interview packs to Director for sign-off.
• Manage the Academic promotion process post Senex approval.
• Ensure that post-retirement interviews and probationary periods are managed and consolidate reports thereof.

• Support the implementation of HR strategy (e.g. Implementation and alignment of the faculty’s (HR) operational plan in the business by ensuring that HR delivery is fully aligned to business goals within their functions.
• Support the production of HR updates/projects by the team as appropriate.
• To support the effective delivery of a higher-performing HR service, through the further development of the HR Business Partners, ensuring that higher standards within the team are developed and maintained.
• Acting as an ambassador for the HR Business Partner model actively driving up standards to highlight the benefits of the model for all staff and managers.
• To oversee the implementation and delivery of key HR initiatives (e.g., Performance Management, Talent Management, Succession Planning & Management, Training, and Development, etc.) as the key interface between professional HR and the Faculty/Divisions working with Centres of Excellence.
• To actively manage direct reports, ensuring that performance, probation meetings (where applicable), and regular one-on-one take place to assist in driving up standards within the team and to ensure that the team always provides high-level service.
• Manage the interface between HR sub-divisions, Payroll, Budget Controller, and coordinate monthly process meetings to ensure effective management of interdependencies.
• Ensure effective implementation of projects and related HR initiatives in conjunction with Centres of Excellence.  

• Ensure effective reporting.
• Implement HR business processes and report on levels of compliance.
• Identify and report HR related risks (including potential risks) and develop strategies and implementation plans to minimise/eliminate risks/audit findings.
• Monitor EE compliance and advise line on mitigating and or circulating risks.
• Ensure compliance of required documentation or policy e.g. Declaration of Interest.
• Forge and encourage close working relationships with all stakeholders on who HRBP depend to deliver on their respective service level agreements.
• Comply with SLA terms as agreed with line. 

• Postgraduate qualification (NQF 8)
• At least 5 years experience working as HR Generalist, of which 3 years would be an advisory role
• At least 2-3 years experience as a team leader within 5 years working in HR
• Valid driver’s license

• Team leader
• Communication skills
• Negotiation skill
• Project Management and Change Management skills
• Strong Business Acumen
• Strong time management and Priorities management skills
• Analytical and problem-solving skills
• Labour Law Knowledge Skills
• Good communication/interpersonal skills
• High-level skills of using Microsoft Office packages
• Good verbal and written skills
• Excellent organisational skills and ability to multi-task
• Excellent customer service skills
• Good research and analytical skills

• Experience within the Higher Education environment
• HR Professional membership