Entry Date: 10 Feb 2024
Expiry Date: 18 Feb 2024
The Housing Development Agency (HDA) is a national public sector development agency that inter alia has the mandate to identify, acquire, prepare and develop suitable land for human settlements. The Agency also undertakes the programme and project management for development of housing and human settlements. The HDA carries out its functions in partnership with a range of stakeholders including national, provincial and local government as well as with communities, developers and financiers. Established in 2009, the Agency was established by an Act of Parliament in 2008 and is accountable through its Board to the Minister of Human Settlements.
For more information about the HDA, please visit our website: www.thehda.co.za
Follow us on X @the_hda and on Facebook: The Housing Development Agency.
LinkedIn @The Housing Development Agency
The HDA has the following Five Year Fixed-term contract position:
Manager: Human Resource & Strategic Interventions
Location: Head Office, Johannesburg
Reporting Line: Head of Corporate Support
Reference: HDAMHRSI003
Main Purpose: To drive the overall Human Resources strategic interventions for the HDA according to the HDA strategy and be responsible for the implementation, design and delivery of the HR plan, policies and procedures.
Key Performance Areas:
1. HR Strategy and Planning
• Lead HR in the generation of strategic interventions to design the organisation or improve on current designs, enable performance, manage talent and collaborate with Executive/Head: Corporate Support in the formulation of HR policies and people management strategies.
• Design HR implementation plans based on the HR strategy, programmes informed by policies and best practise.
• Review the organizational strategy and develop an institutional HR plan that addresses all the related HR requirements and developments.
• Monitor, draft and review the organizational HR plan, policies and procedures through monitoring legislative and good practice developments, drafting updated policies and securing approval for policies through Exco and Remco.
• Manage the implementation of the HR Plan and Policies through communicating these policies to line managers and providing technical support on the interpretation and implementation of the policies.
2. Strategic Intervention
• Drive talent management and generate solution strategies to ensure optimum talent management.
• Develop talent management programmes to create a learning and talented workforce.
• Conduct environmental analysis to formulate the As-Is status of HR matters and propose solutions and new interventions. This includes:
Organisational Design:
• Facilitate the design of functional structures for business units to create the work/functions towards the drafting of fit-for purpose organograms.
• Design functional and business unit competency frameworks and related sound job profiles.
• Manage the grading of positions through monitoring the development of job profiles, grading of the job profiles in line with the job evaluation policy, drafting of the job evaluation panel recommendations reports and implementation of the decisions of the job evaluation committee.
• Validate the alignment of business units based on required contribution in terms of the organisational strategy.
• Implement enablement strategies to ensures the business delivers its strategic or competitive advantage.
• Develop the organizational establishment plan through reviewing the organizational strategy and identifying human resource requirements and implementing organizational development good practices.
• Monitor the organizational establishment through tracking the resourcing levels and liaising with relevant Executives on human resources required to ensure delivery of overall strategic objectives.
Organisational Development:
• Formulate the change management strategy in collaboration with Executive/Head: Corporate Support.
• Collaborate with Manager: Marketing & Communications to drive change management initiatives to re-engineer the organisational culture.
• Ensure facilitation of team building initiatives.
• Drive Employment Equity initiatives to create a transformed organisation.
Talent Management:
• Design career and learning paths.
• Ensure facilitation of Career counselling sessions and support programmes for the succession pool and other talent
• Oversee the facilitation of various psychometric evaluations and related in-basket exercises.
3. HR Operations
Lead HR in the implementation of the HR strategy and associated implementation plan in respect of the full HR value chain as follows but not limited to:
Administration & Statutory Compliance:
• Monitor the legislative environment and ensure statutory compliance to updated prescripts. This includes submissions of statutory reports e.g. Skills Development Report, employment equity etc.
• Monitoring the implementation of fair and compliant employment practices.
• Monitoring and managing the implementation of Sector Education Training Authority related requirements.
• Manage the implementation of good HR administration through tracking administrative related matters, reviewing and auditing staff files.
• Implement payroll input process monthly and monitoring submissions to finance for salary payment.
Recruitment & induction:
• Manage the recruitment of staff through reviewing the job profile, managing the service provider where applicable, managing the employment contracting and tracking the recruitment against the budget and organizational establishment.
Performance & Probation Management:
• Updating the Performance Management Policy and Programme in line with best practice and organizational experience
• Develop the annual performance management programme through scheduling the different performance management activities, communicating this to the relevant line managers and tracking delivery of the performance management outputs in line with the programme.
• Provide technical support to line management in the development, implementation and overall delivery of effective performance management outputs including performance contracts, performance reviews and rating moderation.
• Manage the submission of performance management outputs through tracking performance contracts and reviews received from line managers.
Employee Relations & Wellness:
• Manage employee relations through providing advice on the implementation of the disciplinary and grievance procedures to line management.
• Manage the relationship with any recognized employee representative body through undertaking all communication with the body.
• Provide advice to management on the rights of employees and employee representative bodies during business implementation.
• Attend to union-management meetings to Forster relationships with the local union.
• Advise on the management of CCMA cases and at times represent the HDA at the CCMA with the assistance of a Legal Specialist.
• Develop an annual employee assistance programme through identifying key employee stress points and developing an appropriate programmatic response.
• Manage the implementation of the EAP support through managing the appointed service provider in line with their SLA.
Remuneration and Benefits Management
• Develop appropriate, market informed remuneration bands annually guided by the Remuneration Policy.
• Provide advisory on remuneration related issues including remuneration to be offered on commencement of employment, annual salary increases to be offered and any other relevant issues.
• Review and manage the implementation of HDA employee benefits through reviewing the benefits provided, tracking the compliant implementation of the benefits across relevant staff, monitoring the cost effectiveness of benefits and managing the communication of benefits to staff.
• Manage employee benefit service providers through tracking their performance in line with their SLA and addressing any areas of non-performance.
• Manage the transfer of benefits from one service provider to another should this be required.
Learning & Development
• Manage the development of the annual WSP and the Annual Training Plan that supports the overall business strategy and requirements for skills through defining, developing, and implementing training strategies to develop identified institutional competencies.
• Manage the implementation of the organizational training plan and strategy through tracking performance and delivery against agreed targets and driving the implementation of training through the organization.
People Management
• Manage the performance of staff in line with their performance agreements.
• Provide advice, guidance, and direction to subordinate staff towards their professional development.
• Recruiting staff as required: select, assign, lead and manage people.
• Set clear objectives for self and others and measure achievements against these objectives through implementation of the performance management system.
• Build and manage relationships with staff members.
• Manage and support staff development.
• Develop and manage the implementation of succession plans for key individuals and critical positions.
• Manage risks and address issues as they arise.
• Ensure transfer of skills and knowledge within the unit.
4. Qualifications & Experience
• An Honours degree in Industrial/Organisational Psychology or Human Resources Management. (Registration with HPCSA is an added advantage)
• 7 years’ experience in a generalist HR role is required.
• 10 years consulting or HR management experience in private & public sector environment
• 7 years’ experience specialising in change management and organisational transformation in private & public sector.
• 7 years’ experience in designing career paths and performance acceleration in private & public sector.
• 7 years’ experience in skills development and related registrations
• 7 years’ experience in organisational design, development and driving change/transformation in private & public sector.
Remuneration Scale: R906 100 - R1 177 900 per annum (all-inclusive package)
Closing date for applications is 18 February 2024.
To submit your application, please send an email HDARecruiteCSHR@thehda.co.za
When submitting your application for a position, please adhere to the following:
1. CVs received after the closing date will NOT be considered.
2. The Job Title and Reference number for the relevant position must appear in the subject line of your application.
3. The CV must be in PDF format.
4. Copies of all qualifications must be provided.
5. Copies of identity document must be provided.
6. Two contactable references must be provided.
Kindly take note if you have not been contacted within twenty-one (21) working days of the closing date; please consider your application unsuccessful. Should you not comply with the above requirements your application will NOT be considered.
Conditions of service: ● The HDA is an equal opportunity employer ● Appointments will be made in accordance with the HDA Employment Equity policy and priority given to people living with disabilities and females ● The HDA reserves the right not to make an appointment.
We thank all applicants for their interest.
Communication will be conducted with short-listed applicants only.
The HDA operates in accordance with the Protection of Personal Information Act 3 of 2013 (“POPI Act”), and by submitting your personal information to the HDA (by way of application and/or providing any other documentation as may be required during the recruitment process), you agree that the HDA may utilise and process your personal information in accordance with the POPI Act.
