Human Resource Manager Mr Price Group at Mr Price Group

Your purpose

• To develop tactical solutions to support the implementation of People and Business strategic imperatives which align with the People Strategy and Vision. Ensure that Group People practices are effectively implemented across the Corporate Services / Centres of Excellence and embed People practices through proper adoption strategies that align with People and business strategy.

Your day-to-day responsibilities

Strategy

• Actively participate and contribute to the development of divisional HR strategy and agenda. Translate strategic imperatives into Operational KPIs. Manage and track the execution & implementation of people strategies (short and long-term) to achieve targeted KPIs in line with strategic business objectives. Influence human resources strategies by providing insights and support.

Talent Acquisition, Remuneration, Reward & Retention

• Manage talent forecasting, planning, and onboarding to align recruitment standards, processes, and requirements to current and future workforce strategies/plans. Manage the implementation of reward & recognition programmes to attract, retain and motivate staff whilst ensuring internal equity & external competitiveness.
• Partner with Group Reward to ensure equitable and fair practices are applied to the creation of new roles and maintenance of existing roles. Accurate and up-to-date job information is given to Reward inform grade and benchmarking data, which informs Reward strategy. Persuade business and negotiate initiatives to attract, reward and retain talent. Drive an equitable reward system within the division by ensuring that the Reward philosophy and best practice is adhered to.

Talent Management & Organisational Development

• Manage the implementation of organisational design, training & development, succession planning, talent mobility, organisation culture (incl. DEI) and performance management imperatives to retain and grow top talent, manage poor performance and meet current & future human capital requirements. Oversee the training needs analysis process for the division and ensure that they are in line with the division and people agenda. Monitor and influence the use of the training and development budget for the division in partnership with the finance department. Coach, advise and support business leaders on how to effectively manage their teams through the deployment of the right people practices supported by company policies.

Change Management

• Manage the implementation and execution of change management processes (including communication, planning, stakeholder engagement, assessments etc.) to ensure organisational readiness and minimum disruption of normal business operations. Facilitate and or lead HR-related projects, initiatives and programmes and ensure they deliver on business and HR strategy.

Employee Relations, Compliance, Research, Analysis & Reporting

• Keep abreast of statutory requirements and industry best practices (in collaboration with Group ER) to represent the organisation in complex arbitrations, reconciliations etc. Conduct workforce & costs analysis to stay abreast of people movements, budget variance, trends & insights across the business. Employ HR analytics to provide insights on staffing needs, workforce productivity and optimisation, training, and recruitment successes. Contribute to management reports on the overall status of human capital and progress on related projects. Manage the employment equity process and plans in line with the requirements of the Employment Equity Act and organisational goals. Ensure company policies and labour regulations are followed by employees and leadership teams.

Team Management

• Manage and lead the HR team by setting transparent expectations, to exhibit the culture and values of the business and achieve/exceed KPIs. Oversee the HR Administration process in accordance with people policies. Grow and develop competencies of team members to create a succession pipeline within the structure in-line with associate aspirations and business aims. Promote knowledge-sharing and support areas of development through coaching and mentoring.

Budget Management

• Partner with line management and ensure that all People related initiatives, projects and headcount are carefully considered during the budgeting cycle. Monitor the division's training budget and HR budget and ensure that any out of lines are flagged and corrected.

What are the requirements?

• Degree / Diploma in Human Resources, Industrial Psychology, Legal or related
• 5-7 years with significant HR experience in managing end-to-end HR value chain a Corporate Office, with 2-3 years in a middle management level role.
• The following skills and attributes will ensure your success: Financial planning and budgeting, Process knowledge, People management, Disciplinary processes, Workforce Planning, HR Policy and procedures, Human Capital Management Systems Proficiency, Communication skills, Leadership and development skills, Analytical ability, Labour relations & legislation, Strategy development,