Executive Director: People and Culture at University of Pretoria/Universiteit van Pretoria

RESPONSIBILITIES:

Executive Strategic Management

• Provide strategic leadership and guidance at the executive management level in the implementation, monitoring and oversight of human resources at the institution in order to achieve the strategic objectives of the University.
• Serve as a strategic partner to the Vice-Chancellor and other executive team members, providing guidance and advice on all aspects of human resources.
• Develop, lead, implement and manage institutional strategies, policies, programs, and services pertaining to the University's human capital and transformation portfolios.

Institutional Human Capital Development Strategy and Action Plans

• Consolidate and facilitate the development of an overarching approach to all aspects of the Institutional Human Capital Development strategy in liaison with the University leadership.
• Develop a detailed implementation plan to realise the Institutional Human Capital Development strategy. 

      Stakeholder, Transformation and Human Capital Development Action Plans

• Identify and develop resources to facilitate the development of action plans to address the critical and new initiatives within the parameters of the Institutional Human Capital Development Strategy and Action Plans.
• Facilitate institutional culture change strategies and processes at all levels of the University community to address the institutional strategic imperatives.

Human Resources Management

• Lead and monitor the implementation of integrated human resources and talent management solutions and strategies to ensure that the University has appropriate human capital management interventions, including employee wellness. 
• Guide the analysis of institutional human resources practices, processes, trends and needs to determine the future direction of human resources within the institution and ensure alignment with the University's strategy. 
• Guide and monitor the provision of Organisational Development and Design initiatives and change solutions to ensure that the University has appropriate organisational structures, competencies, business processes, and culture and is financially sustainable.

HR Governance, Risk and Compliance

• Coordinate and execute risk management activities and appropriate mitigation, including business continuity management for all human resources-related activities to ensure that the University operates optimally.
• Design, organise and manage all human resources-related governance forums and ensure that all human resources practices comply with institutional standards and values regulatory and legal requirements. 

Monitoring and Reporting 

• Develop a scorecard to measure progress in transformation and human capital development objectives and action plans against set targets.

Policy Formulation

• Develop and implement appropriate policy frameworks for institutional human capital development initiatives. 

    Executive Transactional and Operational Management 

• Oversee the review and implementation of the University's strategic plan, HR Strategic Plan, and internal and external service level agreements.
• Provide guidance and monitor the execution of the department's strategic and operational plan and service delivery.

   Executive Support

• Attend and actively participate in all meetings of the Executive, Standing Committee of Council, Council and other forums and act as a member in the various Management Committees or Task Teams or both as delegated.
• Act as Chair of the Human Resources Committee of the Executive, as well as various structures and forums (e.g. with Trade Unions).

MINIMUM REQUIREMENTS 

• A relevant master's degree.
• A total of ten (10) years of relevant experience, of which at least five (5) years must have been at an executive management level in Human Resources.

At least five (5) years of proven experience in the following:

• Managing, leading and developing professional HR teams within a complex and dynamic work environment;
• Project management where innovative HR solutions have been delivered both personally and through delegating, mentoring and supporting others;
• Successfully consulting and negotiating with trade unions, change management and advocacy;
• Understanding of the strategic management of human capital, as well as the ability to inculcate a high-performance culture at the University;
• Advanced knowledge and a proven track record of dealing with the legal and regulatory aspects relevant to the portfolio;
• A solid track record of successful achievement, leadership in talent management and human resources, and exposure to other business functions in a large organisation;
• A proven track record of change management and facilitating and instilling a culture of equality, mutual respect and dignity of all, regardless of race, creed, gender, sexual orientation, disability or social/cultural background; and
• A valid driver's licence.

ADDED ADVANTAGES AND PREFERENCES

• A relevant PhD;
• A minimum of five years of managerial experience at an institution of higher learning.

REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES)

• Excellent leadership skills and knowledge of leadership and management principles as they relate to human resources within the tertiary education sector in South Africa.
• Excellent knowledge of all employment-related and other legislation impacting the tertiary education sector within South Africa.
• Excellent understanding of HR database systems and other technological systems which enhance the management and provision of HR services.
• Excellent understanding of human capital development in a South African higher education context.
• Advanced change and strategic management skills, a strategic understanding of the environment and challenges in higher education in South Africa and internationally, and insight into the operational environment in which universities function.
• Excellent knowledge of dealing with transformation matters and initiatives.
• Excellent stakeholder relationship management skills.
• Ability to effectively analyse workforce data statistics for benchmarking, auditing, modelling and forecasting to support workforce and human resource planning.
• Excellent knowledge of HR trends, methodologies and principles.
• Excellent relationship management, negotiation, problem-solving, planning, organisational and analytical skills.
• Excellent communication, presentation and facilitation skills.
• Advanced computer and related information technology skills.