HR Manager (Hospital Group) – Ladysmith, Kwa-Zulu Natal

Job Description

Requirements:

Relevant HR-related degree / diploma
Post-graduate degree in business, social or behavioural science
3 – 5 years HR generalist experience in private healthcare
Experience in partnering with management on full HR value chain
5+ years’ private healthcare HR experience
English / additional SA languages would be advantageous
Must be Employed at Top Employer

Duties & Responsibilities:

Strategic Partnering, Teamwork and Collaboration:

Lead by example in living client’s values and Leadership Charter
Partner with hospital leadership to identify their strategic people priorities and create and implement plans to achieve these objectives
Provide advice and guidance on HR operational issues to support the business to drive growth and mitigate risk
Ensure the People and Culture agenda is a priority through ongoing coaching of hospital leadership and staff and that the requirements of both are balanced in a fair manner
Build and maintain trusted relationships, displaying abilities to present, advise, influence, facilitate and communicate at all levels
Use influence to create stakeholder buy-in to proposed solutions and prepare for anticipated change
Encourage and facilitate a collaborative and inclusive working environment
Manage the implementation of customised people solutions and projects in a way that enhances people practices and contributes to business success
Shape and guide the employee journey from start to exit by providing expert advice, facilitating interventions and executing
HR solutions align with best practice (encompassing for example: talent management, induction and on-boarding, performance excellence, industrial relations, employee engagement and exit management)
Create awareness and ensure alignment and implementation of client’s People and Culture practices – This includes acting as an ambassador for the client’s brand
Continually identify and share best practice (within hospital and with peers across the group where relevant)
Manage outsourced partners in line with SLA requirements
Represent hospital at relevant internal and external forums as required

Recruitment, Selection and On-boarding:

Continually engage with Hospital MANCO to understand strategic resourcing needs across departments
Work with Hospital MANCO and the central People and Culture team to lead Employee Value Proposition development and execution for the hospital
Ensure organisational structure and role accountabilities are correct, clear and properly aligned and that there are updated job profiles for all roles
Oversee recruitment and selection for all appointments
Work closely with Hospital Manager and MANCO to drive BBBEE / Employment Equity plans and targets for the hospital
Manage on-boarding of MANCO members

Performance Management:

Guide and implement performance management process
Manage employee performance issues
Provide guidance to hospital leadership on development and performance management practices
Train and upskill managers on performance management
Work with the People and Culture to develop / strengthen client’s performance management system and tools

Employee Relations and Wellness:

Manage the implementation of employee relations practices and take accountability for the outcome of employee relations matters
Support client’s unified culture (The client way) in ways that are consistent with the group’s vision, purpose, values and Leadership Charter
Liaise continually with key internal stakeholders to assess staff engagement, culture and morale and flag concerns / issues
Identify Employee Wellness requirements and potential outsourced partners
Work with EAP (Employee Assistance Partners) to create awareness and drive participation
Monitor and evaluate implementation of Employee Wellness interventions
Provide expertise and guidance on employee and industrial relations issues
Promote harmonious and business effective relations with trade unions, other IR partners and employees generally
With HR Operational Manager, negotiate with unions to discuss and resolve issues, bi-annual salary negotiations
Provide support around investigations, disciplinary and grievance matters in conjunction with line managers
Represent client at the CCMA (where required)
Advise managers on all IR matters as well as labour law developments
Where necessary, work with HR Operational Manager and People and Culture to discuss IR issues needing urgent attention
Analyse staff turnover and provide support and guidance where required

HR Administration, Metrics and Reporting:

Manage the roll-out of client HR systems as and where required
Co-ordinate payroll
Analyse and investigate payroll costs
Implement and analyse HR metrics in areas of responsibility to measure the impact and successful implementation of HR solutions
Conduct root cause analysis of risks and create action plans to mitigate risks
Assess the return on investment on People and Culture / HR solutions and make recommendations to enhance HR solutions and service delivery
Compile and submit monthly HR reports and other related metrics as required
Prepare and present scheduled reports (e.g. monthly HR reports), developing/ adapting reports where necessary to ensure content and recommendations are meaningful and relevant
Co-ordinate and manage the hospital’s annual training plan (ATR) and WSP (Workplace Skills Plan) and ensure outcomes are achieved within the financial year
Socialise and implement changes to HR policy

HR Governance and Risk Management:

Drive and monitor compliance to HR policy and take remedial action where needed
Manage adherence to good governance practices and all statutory obligations in terms of the various employment acts
Ensure costs for services provided by external vendors are appropriate and in line with SLAs

Project and Change Management:

Participate and/or lead projects and evaluate and report on the outcomes thereof
Influence and drive change efforts in support of critical initiatives, with particular focus on culture and shared vision and values
Prepare and present presentations to educate on specific projects and/or changes

Financial Efficiencies:

Act in an ethical, transparent and morally defensible manner, including highlighting unethical practices
Manage the HR budget, including authorisation of expenditure and implementation of financial regulations and controls
Implement and manage financial risk methodologies, techniques and systems and apply these to monitor and report on financial activities (where relevant to the role)
Assist with negotiating supplier terms and monitor adherence thereto
Interrogate and manage costs of suppliers in relation to industry norms and ensure value delivery from suppliers
Identify business and financial risks and escalate accordingly
Identify opportunities to enhance efficiencies and reduce costs without compromising quality of service delivery
Drive compliance with cost containment measures
Investigate and escalate / resolve non-compliance to organisational policies and practices and report on findings

Teamwork and Collaboration:

Lead by example in living client’s values and Leadership Charter, leading by example in positioning the function as a trusted advisor and business partner
Regular Communication and Collaboration: Foster open and regular communication channels across teams
Encourage collaboration, idea sharing, and knowledge exchange
Utilise collaboration tools and platforms to facilitate seamless communication, document sharing, and real-time collaboration, especially in distributed or remote work environments
Establishing a Collaborative Culture: Foster a culture of teamwork and collaboration within the team and across departments
Encourage open communication, mutual respect, and a shared sense of purpose
Promote a collaborative mind-set where team members feel comfortable sharing ideas, seeking input from others, and working together towards common goals
Cross-Functional Collaboration: Facilitate collaboration with other departments, to align objectives and maximize synergies
Engage in regular meetings, joint planning sessions, and cross-functional projects to enhance communication, share insights, and build strong working relationships
Encourage information sharing and collaboration to ensure the function supports the broader organisational goals
Team Building and Skill Development: Invest in team building activities and skill development initiatives to enhance teamwork and collaboration within the team
Foster a supportive and inclusive work environment where team members feel valued and empowered
Conduct team-building exercises, workshops, and training sessions to improve communication, problem-solving, and collaboration skills
Collaborative Decision Making: Involve team members in the decision-making process and value their input and expertise
Encourage participation in brainstorming sessions, problem-solving meetings, and project discussions
Create a forum for open dialogue, where diverse perspectives are considered, and consensus is reached. Implement collaborative decision making processes that ensure buy-in and ownership from team members
Knowledge Sharing and Continuous Improvement: Promote knowledge sharing and continuous learning within the team
Encourage the sharing of best practices, lessons learned, and innovative ideas
Create platforms for team members to exchange knowledge, such as internal wikis, online forums, or regular knowledge-sharing sessions. Foster a culture of continuous improvement where team members actively seek feedback, identify areas for enhancement, and collaborate on process optimisations

Better Leaders and Managers:

Lead by example in driving client’s vision, values and Leadership Charter with staff
Set the pace and tone for the function and ensure everyone is focused on the right priorities
Setting Clear Goals and Expectations: Establish clear goals and objectives for the team, aligning them with the overall organisational strategy
Communicate expectations effectively, ensuring team members understand their roles, responsibilities, and performance targets
Performance Management: Take full responsibility for performance management of all direct reports, focusing on all aspects of talent management, performance contracting and KPI agreement, career path planning, transformation and on-the-job coaching and mentoring
Define and manage performance expectations of staff, working with them to grow their skills and confidence where needed
Coaching and Mentorship: Provide guidance, support, and mentorship to team members, helping them develop their skills and reach their full potential
Identify individual strengths and areas for improvement and create development plans to foster growth and career advancement and encourage continuous learning and offer opportunities for professional development
Collaboration and Team Building: Foster a collaborative and inclusive work environment that encourages teamwork and open communication
Promote cross-functional collaboration and knowledge sharing to enhance performance and problem solving capabilities
Organise team-building activities and initiatives to build trust, boost morale, and strengthen relationships within the team
Effective Communication: Practice open and transparent communication, ensuring that information flows freely among team members and stakeholders
Actively listen to team members’ ideas, concerns, and feedback, and address them in a timely and respectful manner
Use various communication channels, such as team meetings, emails, and one-on-one conversations, to facilitate effective communication
Decision-making and Problem-solving: Encourage a culture of critical thinking and problem-solving within the team
Involve team members in decision-making processes, seeking their input and valuing diverse perspectives
Analyse problems objectively, gather relevant information, evaluate alternatives, and make well-informed decisions.
Performance Recognition: Recognise and appreciate team members’ contributions and achievements, fostering a positive and motivating work environment
Provide opportunities for growth and advancement based on merit and performance
Delegation and Empowerment: Delegate responsibilities and provide team members with opportunities to take ownership of projects and initiatives
Foster an environment that encourages autonomy, creativity, and decision-making. Support team members in setting goals, overcoming challenges, and celebrating successes
By empowering individuals within the team, you create a pipeline of future leaders who are confident and capable of driving results
Effective Communication and Influencing Skills: Develop strong communication skills to effectively express your ideas, opinions, and concerns
Actively listen to others, seek feedback, and provide constructive input. Use your communication skills to influence others positively, whether it is in team meetings, discussions, or presentations
Use persuasive communication to acquire your colleagues’ respect and support, encouraging them to follow your example and contribute to the team’s success