Job Description

Position Short DescriptionTo drive and enhance the Human Resources (HR) function within the Motor Industry Bargaining Council (MIBCO) by creating the strategic roadmap for the function, defining the appropriate milestones, and optimizing the structure for success, ensuring effective and efficient management and coordination of all HR activities for the MIBCO.Duties and ResponsibilitiesStrategic Contribution:

• Participate in the development of the overall MIBCO strategic goals and take full responsibility and accountability for developing the HR strategic objectives and aligning same with the organizational strategic plan and priorities. Implementing the HR Business Units strategic objectives, tracking, monitoring, and reporting on these.
• Provide strategic leadership by articulating HR needs and plans to the executive management team and board of directors.
• Build and leverage efficiencies for the business unit in a way that creates value for the MIBCO through the provision of HR expertise.
• Sit on relevant executive committees, as required by the Bargaining Council, and provide the requisite strategic input in line with the role.
• Advise the Executive committee and the Board and its sub-committees around issues, trends, and changes in the HR environment and recommend improvements.
• Create the Council strategic training and organisational development plan to meet personal, professional, and organisational needs of Council employees.
• Develop Councils strategic recruitment and selection plan to support the identification of staff vacancies, ensuring cost effective recruitment using the appropriate resources.

Financial Management: * Analyze and report on Business Unital trends and operating requirements to determine funding requirements for the financial year.

• Prepare, finalize, and take ownership of the Business Units and salary annual budgets.
• Manage the overall financial budget for the Business Unit to ensure financial budget and controls contribute to the efficiency and effectiveness of the Business Unit and supports the accomplishment of service delivery objectives.
• Propose and implement corrective measures to rectify deviations to budgetary provisions and Business Unital procedures.
• Approve and sign off invoices and requisitions, etc. for expenditure, within levels of authority.

People Management:

• Engage in people-planning initiatives for the Business Unit, forecasting the skills required to meet business demands.
• Manage the entire value chain of human resources-related aspects (i.e., recruitment and selection, performance management, skill development etc.) of the Business Unit.
• Mentor, guide, and provide thought leadership for the Business Unit, sharing impactful knowledge to drive the success of the team.
• Create a high-performance culture for the Business Unit, enabling individuals to work as effectively as possible to meet business goals.

Stakeholder Management:

• Build and maintain relationships with internal and external stakeholders to ensure information, advice or opinions on relevant matters is made available and/or communicated appropriately and timeously.
• Serve as a link between management and employees by handling HR questions and helping resolve work-related problems, to ensure the maintenance of a balance between work-related employee issues and the MIBCOs corporate strategy.
• Conduct negotiations with service providers related to the purchasing of systems, to select the most suitable vendor at the best price.

Human Resources Administration:

• Analyse statistical data and reports to identify and determine causes of personnel problems and develop recommendations for the improvement of MIBCOs personnel policies and practices.
• Develop and/or administer special projects such as employee wellness program, wellness days and employee awards.
• Examine and re-engineer HR operations and procedures, formulating policy, and developing and implementing appropriate procedures, using knowledge of computerized information systems in HR applications.
• Communicate and distribute formulated HR Management policies to provide Council-wide employee access.
• Responsible for the accuracy and relevance of HR related content on the intranet
• Develop, seek approval, and implement standards, processes, and procedures to manage and maintain HR related records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Analyse labour turnover statistics to highlight problem areas and recommend appropriate action to address the areas of concern identified.
• Manage the administration of activities related to interviews, recruitment and employee resignations/exits.
• Confirm job descriptions are up-to-date and accurately describe each position, and check job evaluation categories are correct.
• Evaluate procedures and technology solutions to improve HR data management.

Human Resources Management: * Build the HR framework to enable progress towards meeting strategic imperatives.

• Develop, seek approval, implement, and maintain human resources policies and procedures; organisational design and effectiveness; change management programs; talent management and development; succession planning and performance management; employee wellness, health, and safety; remuneration and benefits; and employee and labour relations.
• Lead the process to develop and implement a compelling employee value proposition, and ensure it remains current.
• Champion all talent management processes in support of a high-performance culture, by driving all acquisition, learning and development, leadership development, reward and recognition, succession, workforce planning and performance management processes.
• Provide guidance on attracting and developing key staff members and implement a succession plan for the MIBCO in line with the Councils policies.
• Create a climate for learning and a system of monitoring and intervention that enables MIBCO employees to thrive.
• Lead the process to create and maintain a positive working culture and conducive industrial relations.
• Lead the process to create and maintain a positive employee relations climate through provision of appropriate and legally sound solutions, tools, and resources.
• Oversee processes relating to the maintenance of healthy employee/labour relations which includes ensuring timely communication of relevant information, policies, and procedures, to ensure the Council's grievance and disciplinary procedures are observed and that all relevant documentation is completed.
• Coordinate the Councils equal opportunity programs to achieve diversity and inclusion goals.
• Design, develop and implement salary administration plans and benefit programs and oversee compensation programs to ensure regulatory compliance and competitive salary levels.
• Direct the administration of benefit programs to include health, retirement, death, disability, and unemployment.
• Manage and participate in the evaluation, classification and rating of occupations and job positions to ensure there is benchmarking related to the Councils roles.

Management Compliance: * Develop and implement a framework to ensure compliance with the relevant labour legislation. Regularly report to the Board and executive management to indicate the relevant structures are in place.

• Interpret and advise on the application of employment equity and skills development laws.
• Manage Health and Safety, Employment Equity and Skills Development Committees.
• Conduct regular health and safety audits to maintain regulatory compliance.
• Check all statutory act and proclamations are displayed in conspicuous places and ensure line managers are fully aware of all statutory legislation affecting the industry.

Education and Experience Requirements

• Postgraduate Degree in Human Resources or equivalent.
• Registration with the South African Board for People Practices (SABPP).
• Proficiency in process mapping tools and methodologies.
• 10 years of experience as an HR generalist.
• 5 years of experience at a Senior Management Level.

Motor Industry Bargaining Council