Closing Date: 14.08.2015
The successful incumbent will primarily be responsible for championing and participating in the roll-out of specific organizational development interventions, alongside the HR Manager. Naturally, the incumbentÃ¢€™s success will hinge on his/ her ability to facilitate a variety of transformation or change processes to bolster team effectiveness. Typical key performance objectives would include, to: conduct training needs analysis to ensure that performance gaps/deficiencies are promptly identified and addressed in order to facilitate a skilled, highly adaptable and knowledgeable workforce, whose key focus areas are align to business strategy; conduct competency-based interviews in a manner that guarantees and facilitates the identification of the most suited candidate for vacant roles; manage the employee induction process in a manner that facilitates employee readiness for roles as well as on boarding initiatives aimed at bringing new recruits to a certain level of acceptable productivity;support the HR Manager in the implementation of an effective PM framework that seeks to facilitate ongoing and consistent communication and performance review/ evaluation between supervisors and employees throughout the year. The incumbent essentially be the point person for all HR support services to all business units as well as also provide generic personnel administration services and pre-emptively formulate and implement appropriate companywide policies, procedures and governance structures that serve to regulate effective control and safeguard employee data and information.