General Manager, Human Resources Information Managements & Modernisation

Job Description

POSITION

GENERAL MANAGER, HUMAN RESOURCES INFORMATION MANAGAEMENT & MODERNISATION

MAIN PURPOSE OF THE JOB

KEY PERFORMANCE AREAS 

• Effective HRIS policies, procedures and models for effective HR service delivery
• Efficiency in the delivery of HR Services through rationalization and modernization of HR processes.
• Availability of quality and accurate HR information and business intelligence
•  Appropriate and Efficient Human Resources Information Systems that meet the needs the company
• Effective utilisation of resources
• Quality Customer service

ORGANISATIONAL RELATIONSHIPS

Accountable to:       Director Human Resources

Accountable for:      HRIS Coordinator

CORE ACCOUNTABILITIES AND ACTIVITIES

STRATEGIC AND RESOURCE MANAGEMENT

• Participates in the development of BURS’ operational strategies and objectives to fulfil its mandate in terms of legislation, revenue maximisation, facilitation of trade and voluntary compliance.
• Develops 1-2 year department strategies (considering options in terms of opportunities, risks, timing, buy-in and resource availability) and takes decisions to enhance effectiveness of the department.
• Implements department strategy by communicating to gain commitment, translating goals into plans, and integrating resources, systems and processes; monitors results and makes changes as required.
• Reviews operational processes and procedures and developments; ensures development and implementation of sound processes, systems and procedures which deliver efficient services to meet customer expectations.
• Conducts monthly to quarterly tactical planning and monitoring of functional unit/department. Manages execution and on-time delivery by setting priorities and milestones, monitoring performance/productivity measures and standards, and coordinating activities.
• Accountable for delivering results within functional unit/department according to BURS’ medium-term goals.
• Identifies value-adding and non-value adding initiatives and opportunities for value creation. Aligns and prioritises initiatives relative to BURS’ strategy and removes non-value adding processes/practices.

• Manages one or two medium-term (1-2 years) projects and initiatives, involving conflicting priorities, interdependencies, resource allocation and trade-offs. Balances short and medium-term goals and utilises resources optimally.
• Assesses and manages risk at departmental/team level using risk management tools. Contributes to development of risk management framework and processes.
• Applies technical skills to deal with new problems, provides technical analysis and data to guide decision-making, and shares expertise.
• Implements customer service initiatives and processes by setting standards and ensuring compliance to increase customer satisfaction. Proactively attends to and prevents service issues.
• Builds networks across functions to improve team performance. Shares knowledge, consults, integrates and contributes to others’ decision-making processes.
• Builds and maintains effective working relationships with BURS senior management and external parties, including collaborating, sharing knowledge and information, and managing conflict.

HR Information System Management

• Develops and reviews HRIS policies and procedures in order to enhance HR automated services
• Coordinate the design of business process modelling techniques within the HR function to allow for quantitative analysis and enable structural improvements and or optimization
• Design user-friendly processes, guidelines, and documentation.
• Lead the automation of identified HR processes.
• Makes recommendations for new software and keeps up with changes in existing software.
• Ensures existence of functional requirements for acquisition of relevant HR technologies
• Conduct maturity/efficiency assessments against process activity and ensure that process outputs are achieving desired outputs
• Ensures relevant HRIS is in place to support the various HR functions
• Analysing and evaluating HR data and reports, provides findings to relevant managers and advising on changes and improvements
• Ensure that HR-related systems are compliant with data protection laws
• Makes sure that security protocols regarding information systems are in place and followed.
• Ensure adherence of the HR function to adopted standards such as ISO
• Ensure that all HR-related systems are regularly updated to be compliant with laws, regulations, policies and organizational adopted standards
• Maintain data integrity in systems by regularly analysing data and oversee all system upgrades and system additions in partnership with the Information Technology (IT) department
• Work alongside the IT department to perform regular technology assessments and oversee functional quality assurance of all HR technology related implementations
• Laisses with IT and business operations bridging the gap between the Human Resource function, its processes and policies, taking into consideration the complexities of Human Resources Information Systems.
•  Oversee the development and implementation of end user training and product enhancements
• Supervise the day-to-day activities of the HRIS unit

 Human Resource Management

Ensures the effective utilisation of human resources and optimization of staff potential through interventions which include:

• Identifying skills, knowledge and experience gaps to align team development needs to business/functional unit goals. Creates learning opportunities through knowledge-sharing and cross-skilling initiatives.
• Clarifying roles and responsibilities of departmental teams; managing and allocating human resources to month-to-month projects and tasks.
• Developing supervisee talent by using development processes to increase employees’ competence levels and support career and professional growth.
• Leading change initiatives at functional level. Translates change imperatives into projects, goals, priorities and contingencies and explains link between BURS strategy and the need for change.
• Monitoring and enhancing the performance of teams by ensuring that support functions and processes are in place.
• Seeking opportunities to recognise and reward teams and individual employees for success; addresses non-performance when necessary.
• Implementing ethics regulations and standards, encouraging and rewarding ethical behaviour, and advising team members on ethical dilemmas.
• Implementing disciplinary procedures and conduct of disciplinary hearings within delegated authority.

POSITION REQUIREMENTS

QUALIFICATIONS:

EXPERIENCE:    

COMPETENCIES:   

• Team Leadership
• Planning & Organising
• Critical Thinking
• Creativity & Innovation
• Management of Resources
• Consultations & Interpersonal Relations
• Judgement & Decision Making
• Development and Empowerment of Others

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