Group Executive: HR

ROLE PURPOSE:

The Group Human Resources Executive will assume overall strategic HR responsibility for all HR related aspects across the organization with a strong focus on workforce planning, organisational design and its effectiveness, culture building and engagement, succession planning, total reward and talent management. The Group HR Executive will work collaboratively with the Executive leaders, Non-Executive board members and external partners to ensure optimal and sustainable business performance.

KEY PERFORMANCE AREAS:

Responsibilities

• Develop and implement HR strategies, objectives and processes to support the overall strategy of the organisation.
• Leadership of human resources leaders across all Group business units with direct management of a Centre of Expertise team at head office. Continuously ensures an optimal human resources function which is efficient and cost effective.
• Provide human resources functional leadership & support to the Group head office.
• Develop, implement and maintain sound global human resources policies, procedures and practices flexible to relevant local legislation and ensure these are executed in accordance with guidelines.
• Leads and establishes a functional Global HR Leadership Council that is responsible for key HR decision making processes and HR governance matters

Specific objectives

• Providing direction and support to the Group executives on all strategic human resources matters.
• Ensuring human resources policy and practice in all group business units meets requisite standards.
• Maintenance and communication of Group human resources policy.
• Establishing a human resources development plan which is aligned with the development of the Group. Lead the implementation of the performance management system aligned with Group and Business Unit objectives that includes performance development plans (PDPs) and employee development programs aligned to key organisational capability requirements.
• Developing and fully supporting the business with a talent management process which includes talent acquisition, succession planning, training and development.
• Specifically focusing on in-house development programmes to ensure a rich pipeline of skills aligned to the needs of the Group, with specific focus on transformation and D&I objectives across the Group and employment equity plans in the South African business.
• Continuously monitors the organisation’s design by ensuring effective & efficient organisation structures from an investment, capability and functionality perspective.
• Implementation of effective and reliable HR administration, harnessing cost effective HR Information systems, including the generation of key metrics (KPIs) for measurement of HR performance.
• Ensuring human resources deliverables under the BBBEE Codes and submissions required to the Department of Labour (e.g. Employment Equity Plan, Workplace Skills Plan) are compliant and on time.
• Drive initiatives that will promote the Aspen group vision, values, ethics, code of conduct, and high performance culture.
• Effectively structure remuneration and benefits programs that attract and retain top talent.
• Recommends compensation and benefits structures for the Group’s senior executives.
• Ensure fair, competitive and market related compensation and benefits structures are implemented across the Group.
• Monitor, maintain and support a positive ER/IR framework within all business units and continually monitor, drive and support employee relations / industrial relations initiatives that cultivate and promote a healthy working environment.
• Maintain and develop close and productive relationships with trade unions and workers’ representatives where relevant, keep abreast of national legislation and developments in Labour Relations.
• Assessment of climate and culture in all business units, ensuring employee engagement is maintained through various HR programmes and proposing remedial action in response to unfavourable outcomes.
• Ensures compliance with all labour laws and industry regulations and advising the business of the legal implications for the business
• Plan, manage and monitor the HR, Skills Development and Transformation budgets in accordance with the Aspen’s philosophy and practices. Ensure adherence to limits on expenses (actual vs budget) as stipulated in the budget, rectify or justify deviations from planned expenditure in quarterly reporting meetings and prepare forecasts as and when requested.
• Provide advice on appropriate actions to be taken and deliver a fair and consistent employee relations service.
• Administer investigations when employee complaints or concerns are brought forth.
• Monitor and advise managers and Executives on the progressive discipline system.
• Monitor the implementation of a performance improvement process for senior under-performing employees.
• Review employee appeals through the complaint procedure.
• Present and interpret statistical reports, using records of actions taken concerning disciplinary action, grievances, labour disputesand other relevant labour relations activities, to identify problem areas.
• Monitor implementation of policies concerning working conditions, to ensure compliance with relevant legislation.
• Serve as a link between Executive Leadership and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems/grievances.
• Resolve issues at Group level, including mediating disputes, and administering/advising management on disciplinary policies and procedures.

EDUCATIONAL QUALIFICATIONS AND EXPERIENCE:

• Suitable tertiary qualifications. HR Management/Business degree
• Proven track record of performance and achievement in human resources in a major group at a senior level. Minimum of [15] years corporate human resources experience with 10 years of HR leadership experience
• A track record of working in a global/multinational enterprise/large organisation
• Preparedness to travel on a frequent basis.
• Proven track record of strategic people development aligned with the organisation’s business objectives
• Experience leading an organisation through transformative change
• Expert in specific areas of organisational design and organisational effectiveness
• Track record of successfully building a culture of engaged employees
• Expert communicator; solid verbal, written and interpersonal skills to engage and mobilize the organisation and its employees to embrace and change and deliver against organisational goals, vision and purpose.
• Demonstrated collaborative skills, both internally and externally.
• A person who embraces and demonstrates Aspen’s core values.
• Confident, politically savvy, and singularly accountable.
• Skilled negotiator and counsellor
• Preferred experience with mergers & acquisitions and international business exposure

SKILLS AND ATTRIBUTES:

• Leadership
• Multi-management capabilities
• Outstanding communication skills
• Structured and organised
• Self-starter
• Driven
• Strong business acumen
• High financial competence
• Sensitive, but assertive
• Influential
• Aligned to Aspen values of Integrity, Innovations, Excellence, Commitment and Teamwork

ASPEN COMPETENCIES:

Business

• Accountability/ Ownership
• Performance Driven

People

• Develops Talent, Teamwork & Diversity
• Communicates Effectively
• Leads & Influences Others

Self

• Takes Action with integrity
• Continuously Grows & Develops

Aspen is committed to the principles of equal employment opportunity. Preference will be given to applicants from designated groups through a fair recruitment and selection process in line with Aspen’s Transformation Agenda.

Internal Applicants must inform their direct line managers of their application. Applications must be completed using an Aspen email address.