Newly Opened Job Vacancies at SNG GrantThornton

Principal Accountabilities:

Specific Responsibilities:

• Staff management, service delivery, profitability and expanding the services offered to current and prospective clients.
• Responsible to coordinate resources that are insourced through our network of independent consultants, or from our international colleagues in the wider Grant Thornton group, if additional specialist skills should be required
• Manage the performance of the engagement team
• Capacity building at staff level
• As and when interaction is required, to meet with the, CEO and the Chairperson
• Feedback on progress and projects to Head of Assurance on weekly/monthly basis
• Recruit and retain the best people
• Recruit specific team members
• Lead, energise and inspire people
• Empower staff and train others
• Mentor others and provide mentors for staff members
• Manage the performance of staff
• Set example to staff by living values of SNG and lead from the front

Strategy:

• To come up with a fit for purpose strategy for the firm
• To participate in the evaluation of the performance and management of the service line and own teams: The main purpose is monitoring activities and performance. This includes actioning interventions and the overall management of assignments
• To plan, monitor and implement strategic projects allocated to Technical Service division

People/Talent

• Drive the implementation of talent management policies and processes for his/her mentees
• Ensure the development of his/her mentees in the organisation to be technical experts, to manage talent management processes of his/her mentees including (talent acquisition, succession planning, career management)
• Comply with the governance structures within the organisation to achieve on the strategies of the organisation
• Provide strategic direction to the mentees and align people to the strategy
• Communicate the vision and strategy of the organisation to all mentees and personnel in the service line
• Implement and monitor performance management processes for his/her mentees including the responsibility for managing out poor performers
• Set clearly defined KPI’s for his/her mentees
• Manage the capacity requirements of his/her assignments to ensure that the optimal capacity resulting from the engagement planning and strategy process is not exceeded
• Coach mentees and ensure they become effective business leaders
• Ensure the development of high performing teams in the service line
• Assist the service line leader to identify a strong leadership pipeline
• Assist the service line leader to ensure effective succession planning for the service line
• Ensure that gearing (Partner to staff) ratio is appropriate on assignments
• Implement organisations reward and recognition policies
• Lead and inspire people
• Identify key areas of strength of the engagement teams on his/her engagements and leverage off those key strengths

Stakeholder engagement

• Engage with Managing Director on matters relating to his/her portfolio
• Engage with internal Policy committee, EXCO and Extended EXCO on matters for which he/she is allocated responsibility as required

Innovation

• Innovation fundamental to distinguish firm from the competition in the marketplace
• Create developmental opportunities
• Work with Managing Director to engage in necessary research and formulate strategic approaches

Qualification & Experience:

• CA (SA)
• Minimum 10 years
• Experience at Associate Director or Director level in a Big 4 or medium tier audit firm
• Presentation and Influencing Skills
• Relevant Performance Management experience
• Integrated and industry knowledge imperative
• Organisational skills to delegate and receive appropriate feedback

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Key Responsibilities:

HR Policy Development:  

• Develop, review, and update HR policies and procedures to ensure compliance with labor laws and regulations. 

Employee Engagement:  

• Assist HRBP and Senior Management with Design and implement employee engagement initiatives to improve morale, motivation, and productivity. 

Recruitment and Talent Management:  

• Assist in the development of recruitment strategies, manage the hiring process, and identify talent development opportunities to ensure succession planning. 

Employee Relations:  

• Provide guidance and support to managers on employee relations issues, including conflict resolution, performance management, and disciplinary procedures. 

Training and Development:  

• Identify training needs and develop training programs to enhance employee skills and knowledge. 

Performance Management: 

• Assist in the development of performance management systems and processes to ensure effective employee performance measurement and improvement. 

Compliance:  

• Ensure compliance with labor laws and regulations, including employment equity, affirmative action, and other relevant legislation. 

Reporting and Analytics:  

• Prepare regular reports on HR, including employee turnover, absenteeism, and training participation rates. 
• Develop and implement HR policies and procedures that comply with legal requirements and promote fairness and equity. Ensure consistent application and communication of policies across SAPO.

Qualification & Experience:

Qualifications:  

• Bachelor’s Degree/Diploma in Human Resources, Business Administration, or a related field.  

Experience:  

• At least 3 years of experience in HR consulting or a similar role.. 

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Key Responsibilities:

• Develop and implement the Employee Relations strategies, policies, agreements and align to business objectives.
• Build capacity within SAPO by providing training to staff, management on new trends and existing Employee Relations processes, procedures and policies.
• Provide a specialist advisory service to all Regions on Employee Relations matters.
• Represent the Regions at the CCMA on selected cases
• Ensure effective management of internal / external stakeholder relationships
• Facilitate the implementation of regular meetings between management and organised labour as well as maintaining a good working relationship with unions and union officials: Area forums; Business forums; Strategic forums etc
• Play a change agent, facilitator, catalyst and trouble-shooting role to resolve work stoppages, strikes, go-slows, etc. depending on the status of such disputes, collective grievances, work stoppages, strikes, etc.
• Oversee the collation of all Employee Relations statistics to compile weekly, monthly and ad-hoc reports
• Ensure the efficient management, control, compliance and reporting of the function/resources in accordance with the stipulations of the PFMA, BCEA, fraud prevention and risk management principles, legislation, Corporate governance, Delegation of Powers, company policies, processes, regulations, etc

Qualification & Experience:

• Qualifications: Relevant Degree (NQF 7)
• Experience: 6 - 8 Years in the relevant field, with at least 4 years on managerial level

Knowledge and understanding of:

• Strategy development and planning
• Commercial awareness, including market and competitor analysis
• Strategic process enhancement
• Change Management
• Project management (principles, practices, techniques and tools)
• Organisational development, management techniques and good business practices
• Financial Management
• Value Chain Management
• Risk and Compliance management
• Relevant statutes, rules and regulations
• Research techniques and how to apply them in an diverse and dynamic environment
• Labour legislation and collective bargaining
• Company policies, practices, procedures
• Statistical analysis and interpretations

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Key Responsibilities:

• Oversee the implementation, maintenance, and enhancement of HRIS systems.
• Ensure data integrity and accuracy within HRIS databases.
• Manage system upgrades, patches, and integrations with other organizational systems.
• Provide training and support to HR team members on HRIS functionalities.
• Generate regular and ad-hoc HR reports for management and stakeholders.
• Analyse HR data to provide insights and recommendations for HR strategy and decision-making.
• Develop and maintain HR dashboards for monitoring key metrics and trends.
• Streamline HR processes through automation and system improvements.
• Identify opportunities to improve efficiency and effectiveness of HR operations.
• Collaborate with IT and other departments to integrate HR systems with broader organizational systems.
• Ensure HRIS compliance with data protection regulations and company policies.
• Implement security protocols to protect sensitive HR data from unauthorized access.
• Provide guidance and support to HR team members on HRIS-related issues.
• Act as a subject matter expert on HR systems and processes.
• Lead HRIS implementation projects, including planning, execution, and evaluation.
• Coordinate cross-functional teams to achieve project milestones and objectives

Qualification & Experience:

• Qualifications: Bachelor’s degree in Human Resources, Information Technology, Business Administration, or a related field.
• Experience: 6 - 8 Years in the relevant field with at least 4 years on managerial level

Knowledge and understanding of:

• Strategy development and planning
• Proven experience in HRIS management, with at least 6 years in a senior or managerial role.
• Strong understanding of HR processes and practices.
• Proficiency in HRIS software (e.g., SAP HR, Workday, Oracle HRMS) and advanced MS Excel skills.
• Excellent analytical and problem-solving abilities.
• Project management
• Strong communication and interpersonal skills, with the ability to collaborate effectively across departments

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Key Responsibilities:

Strategic HR Planning: 

Collaborate with senior management to develop HR strategies that align with SAPO's business goals and objectives.  
Provide insights and recommendations on workforce planning, talent management, and organizational design. 
Employee Relations:  

• Serve as a trusted advisor to management and employees on HR-related issues, including performance management, employee engagement, conflict resolution, and disciplinary actions. Ensure adherence to labor laws and regulations. 

Talent Acquisition and Development:  

• Oversee the recruitment and selection process, ensuring the attraction and retention of top talent. Develop and implement programs for employee training, development, and succession planning. 

Compensation and Benefits:  

• Manage compensation and benefits programs to ensure competitiveness and equity. Conduct regular analysis of compensation trends and benchmarking against industry standards. 

HR Analytics and Reporting:  

• Utilize HR data and analytics to provide insights into workforce trends, turnover rates, and other key metrics. Use data-driven approaches to inform decision-making and enhance HR processes. 

Change Management: 

• Lead HR initiatives related to organizational change, mergers, acquisitions, or restructuring efforts. Support employees and managers through transitions, fostering a positive work environment. 

Policy Development and Compliance:  

• Develop and implement HR policies and procedures that comply with legal requirements and promote fairness and equity. Ensure consistent application and communication of policies across SAPO. 

HR Project Management:  

• Manage HR projects from inception to completion, ensuring timelines, budgets, and objectives are met. Collaborate with cross-functional teams to achieve project goals. 

Qualification & Experience:

Qualifications:  

• Bachelor’s Degree/Diploma in Human Resources, Business Administration, or a related field.  

Experience:  

• Minimum of 5 years of progressive experience in HR roles, with at least 2 years in a strategic HRBP or similar capacity. Experience in a large organization or public sector environment is advantageous

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Key Responsibilities:

• Develop and deploy Organisational Effectiveness strategies which include Learning and Development, Talent Management, Wellness and Organisational Development.
• Oversee the coordination of Talent Management and Learning & Development interventions in line with business needs.
• Ensure that a Wellness program is maintained within SAPO.
• Oversee the execution of Organisational Development interventions
• Ensure effective internal and external stakeholder management.
• Ensure efficient management, control, compliance and reporting of the function / resources in accordance with the stipulations of the PFMA, fraud prevention and risk management principles, corporate governance, legislation, agreements, company policies, practices, procedures, regulations, etc.
• Ensure implementation of Remuneration (salary structuring & market benchmarks), Benefits (including HR policies) and Performance Management best practices in line with SAPO’s and legislative requirements.
• Analyse Organisation Management statistics (MIS) and provide relevant HR reports and interpretations.
• Oversee the maintenance of the Organisation Module on MySAP
• Render an Organisational Management advisory service to internal and external stakeholders.

Qualification & Experience:

• Qualifications: Relevant Degree (NQF 7) qualification.  
• Experience: At least 8 – 10 years’   experience in the OD / Talent / Training & Development or Wellness field of which 5 years on senior managerial level.  

Knowledge and understanding of:  

• Strategy development and planning 
• Strategic process enhancement 
• Project management (principles, practices, techniques and tools) 
• Organisational development, management techniques and good business practices 
• Risk and Compliance management 
• Relevant statutes, rules and regulations 
• Wellness / Talent management environment 

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Key Responsibilities:

• Be one stop HR Transaction and Administrative Centre for all administrative personnel matters, which includes the Employee Services Centre, HR Call Centre and Medical Aid.
• Medical aid administration.
• Payroll administration for the SAPO Group
• Assist in maintaining internal and external Stakeholder relationships
• Ensure efficient, compliance and reporting, fraud prevention and risk management principles, legislation, agreements, Delegation of Powers, company policies, practices, procedures, regulations, etc
• Providing support to the HR team on ad-hoc tasks and projects as needed

Qualification & Experience:

• Qualifications: B Degree/Diploma (NQF 7) in Human Resources
• Experience: At least 2 years of experience in HR administration or a similar role

Knowledge and understanding of:

• Knowledge of HR practices and procedures
• Strong organizational skills and attention to detail
• Excellent communication and interpersonal skills
• Proficiency in Microsoft Office suite
• Ability to handle confidential information with discretion
• Experience with HRIS systems is preferred

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Key Responsibilities:

• Research, develop and implement the Talent & Succession Management strategies, policies, directives, processes and procedures and align to the business requirements.
• Develop and implement an attraction, selection, development and retention strategy with specific focus on scare and critical skills, integrating comprehensive human capital practices.
• Benchmark industry best practices / systems and integrate within SAPO initiatives
• Develop guidelines for and convene review mechanisms e.g. Development Board and prepare quarterly reports for organisation-wide Talent and Succession review.
• Create and maintain a framework for mentoring and coaching in the organisation to support consequence management.
• Ensure effective internal and external stakeholder management relationships.
• Ensure efficient management, control, compliance and reporting of the function / resources in accordance with the stipulations of the PFMA, fraud prevention and risk management principles, corporate governance, legislation, agreements, company policies, practices, procedures, regulations, etc.
• Analyse and interpret HR reports (e.g. vacancy rates) in terms of staffing numbers / manpower utilisation statistics and recommend remedial actions.
• Responsible for the research, selection, interpretation and application of available assessment methodologies and tools (e.g. psychometric).

Qualification & Experience:

• Qualifications: Master’s Degree (NQF 9) in Behavioural Sciences; Psychology, Organisation Development or other relevant qualification. Registration with HPCSA will be an advantage.
• Experience: 6 - 8 years relevant experience of which 4 years on management role

Knowledge and understanding of:

• Various Talent & Succession Management Methods.
• Strategy development and planning
• Change Management
• Project management (principles, practices, techniques and tools)
• Organisational development, management techniques and good business practices
• Financial Management
• Value Chain Management
• Risk and Compliance management
• Relevant statutes, rules and regulations