Company Technology Innovation Agency
Reference # TIA03/11/2020
Contract Type Permanent
Salary Market Related
Location Pretoria, Gauteng, South Africa
Technology Innovation Agency (TIA) is a talent driven, customer-centric and impact focused organisation. In our endeavour to support technology innovation with socio-economic outcomes; we seek to infuse the organisation with team players that find resonance as value creators, agile thinkers, progressive attitudes, customer-centricity, dynamic work ethic and an optimistic disposition. We aim to harness these attributes in a manner that they culminate into a culture of teamwork, impact and accountability. The Agency endeavours to promote the careers of previously disadvantaged persons by applying the principles of the Employment Equity Act, as amended.
To render Human Resources services in partnership with Line Managers in an endeavour to implement HR interventions, policies and procedures effectively and efficiently.
Job Functions Human Resources
Industries Science & Technology
Human Resources Business Partnering: –
1.Engage, facilitate and advice line managers and staff on the following aspects of the HR Value Chain:
•Recruitment & Selection
•Rewards & Recognition
•Employee Relations Management
•Human Resources Governance
2.Prepare Report on matters relating to the HR Value Chain within the respective Business Units on a monthly basis.
3.Gather, analyse and collate On-boarding and off-boarding information.
4.Capture and maintain HR administrative information on the HR Information system
5.Coordinate and participate in all HR Special projects.
•Mediate HR cases escalated between line managers and subordinates
•Identify non-conformance to policies and procedures
•Conduct investigations where there is non-compliance and process breaches
•Prepare charges sheets
•Facilitates disciplinary hearings
•Present TIA at the CCMA
•Provide counselling sessions to aggrieved employees
•Resolve conflict amongst staff members
•Facilitate team building sessions
•Facilitate dispute resolutions
•Facilitate Poor Performance Management and the development of
Performance Improvement Plans.
Recruitment and Selection
•Facilitate the recruitment process in line with the relevant Policies, Standard
Operating Procedures and Human Resources budget allocations.
•Ensure optimal usage of the recruitment portal / system and the operational
efficiencies within the screening processes.
•Review existing sourcing strategies, including the use of advertising channels
and methodologies and make recommendations where improvement is required.
•Review existing policies in respect of recruitment, headhunting / direct sourcing to enable
TIA to target specific talent (individuals) that will enable TIA to achieve its overall business objectives.
•Prepare the Interview packs (Interview Questionnaires, Declaration of Interest, Competency-based Interview guidance notes, CV’s) and ensure that the Interview Panel is provided with
the relevant information timeously for informed decision making.
•Implement Competency-based Interviewing techniques
•Ensure that candidates undergo competency assessments (technical and psychometric assessments) to establish suitability for appointment
•Prepare recruitment reports for approval as per the Delegation of Authority.
•Facilitate discussions between Line Management and employees to identify development needs, and to document Personal Development Plans. (This can entail formal training requirements, informal training requirements, exposure, etc.)
•Training must be aligned with the competencies and capabilities required for the specific or
possible future positions to ensure achievement of TIA strategic objectives.
•Facilitate the procurement process where required for Training needs. Create basket of “typical” training that will be utilised across departments including identification and appointment of approved training providers
•Identify and unblock Supply Chain Management process challenges to minimise deviations
•Champion a shift from Credentialing to improving competencies / output thereby improving ROI for TIA
•Shift from individual-driven training identification, to business-relevant training that ensures alignment of existing job requirements & potential succession
•Educate, empower and support Managers to drive training requirements that enable HR Business Unit to meet statutory obligations including Workplace Skills Plans (WSP) and Annual Training Reports (ATR)
•Assist Line Managers with the criteria and to identify employees within Talent pools for succession planning. Identify development requirements for succession planning and facilitate development.
Human Resources Governance
•Contribute to the development and review processes, policies and procedures
•Identify gaps and provide input into existing policies and procedures
•Communicate approved policies
•Facilitate workshops and training sessions to increase staff awareness and compliance to HR policies and procedures.
•Advise Line Managers and Staff on the implementation of policies
•Ensure adherence to policies and procedures
HR Administration and reports
•Prepare and submit monthly and quarterly reports
•Prepare and submit information to the HR Officer for on-boarding of staff
•Prepare and submit information to the HR Officer the termination process
•Prepare and submit information to the HR Officer for training and development
•Administer the Supply Chain Management process for HR
•Prepare HR data for recruitment, turnover, leave, Employment Equity, Wellness information
•Maintains HR records on SAGE people system
•Review the existing Performance Management system and realign to meet High Performance Culture drivers
•Ensure effective implementation of automated system (HR People) to link job profiles,
performance contracts and the performance management process of ease of use and information sharing
•Ensure that all employees, especially Managers, understand the link between Strategy & Operational Plans and what they’re expected to do in order to assist TIA to achieve its goals.
Focus on the collaborative efforts required, not just the specific department, to move away from current silo mentality
•Separate general job duties (tasks) from results expected (stretch target) with regards to the performance management aspects.
•Ensure alignment of Performance Management Agreements with the Strategic Objectives and the Corporate Balanced Scorecard.
•Ensure calibration of Performance Management Agreements per Business Unit as well as per job family.
•Train and develop Managers to implement and enforce Performance Management
•A Bachelor’s degree in Social Science with a major in Human Resources Management / Psychology or related qualification (Essential)
•SAGE People Certification (Essential)
•Excel Intermediate Certification (Essential)
•Five (5) – seven (7) years’ experience in the Human Resources (HR) field
•Five (5) – seven (7) years proven experience in advising Senior Managers on HR matters.
Knowledge and Skills
•Communication – written and verbal
•Knowledge of Labour Legislation that governs; Project Management and best practice in the HR field is essential.