Executive Director Human Resource Management




Tracking Number: CSHS268-2014
SAP Number: S60035416
Job Title: EXECUTIVE DIRECTOR: HUMAN RESOURCE MANAGEMENT (5 year fixed-term performance-based contract) (Re-advertisement)
This position seeks to attract: All Categories

Department: CORPORATE & SHARED SERVICES
Division: Human Resource Management
Section: N/A
Job Type Classification: Contract

Basic Salary Scale: An attractive remuneration package will be negotiated
Total Remuneration Packages: N/A

Location - Depot / Town or City: Pretoria Central
Location - Province: Gauteng
Location - Country: South Africa
For Enquiries (Contact Person): T Radebe (012 358 0498)

Appointment requirements:
- An appropriate tertiary qualification, preferably at post graduate level or equivalent
- A minimum of ten (10) years’ experience of which at least five(5) must be in a senior human resources management capacity
- Proven track record of success at leading transformation
- Extensive knowledge of the local government sector, with specific emphasis on legislation governing the sector and how this interfaces with other spheres of government
- Extensive HR generalist experience;
- Experience in interacting at all levels, and more importantly at a strategic level;
- Experience in workforce planning and forecasting;
- Knowledge of relevant Human Resources related legislation;
- Track record and experience in people and financial management;
- Comply with the MFMA unit standards as prescribed by Regulation 493 of 15 June 2007 as published in the Government Gazette 29967 of 15 June 2007
- Computer Literacy in MS excel Word, PowerPoint, and Payroll Software (SAP R/3)

Personal attributes / competencies:
Competencies: Core Managerial Competencies
- Strategic Capability and Leadership
- Programme and Project Management
- Financial & Budget Management
- Change Management
- Knowledge Management
- Service Delivery Innovation
- Problem Solving and Analysis
- People Management and Empowerment
- Client Orientation and Customer Focus
- Communication
- Honesty and Integrity
- Advanced Linguistic Proficiency
- Organizational Skills
- Business Acumen

Core occupational competencies / Attributes
- Competence in Self-Management
- Interpretation of and implementation within the legislative and national policy frameworks
- Knowledge of developmental local government
- Knowledge of Performance Management and Reporting
- Knowledge of global and South African specific political, social and economic contexts
- Competence in policy conceptualisation, analysis and implementation
- Knowledge of more than one functional municipal field/ Discipline
- Skills in Mediation
- Skills in Governance
- Competence as required by other national line sector departments
- Exceptional and dynamic creativity to improve the functioning of the KPA’s within the Cluster / departments
- Negotiating Skills
- Analytical Skills
- Presentation Skills

Duties:
The role:
The purpose of the post is to, subject to legislated context responsibilities, national standards and the directives of the Strategic Executive Director, exercise control over the Human Resource Management Function with the aim to maintain an impartial, accountable, transparent and efficient Human Resource Management Service within the City of Tshwane.

Key Performance Areas:
The Executive Director: Human Resource Management is responsible and accountable for the management and oversight of the establishment, stabilization; consolidation and sustainability of the following Core and Support Key Performance Areas in relation to their Outcomes, Outputs and Inputs

CORE KPA’s
1. Human Resource Provision & Maintenance
2. Manpower Planning
3. Labour Relations Management
4. Occupational & Employee Health, Safety & Wellness
5. Human Resource Operational Services
6. Policy Development and Implementation
7. Legislated Context Responsibilities, more specifically (but not limited to) to the context of the following:
- The Constitution of South Africa, 1996
- The Local Government: Municipal Systems Act, 2000 and Amendment Act, July 2011
- Local Government: Municipal Finance Management Act, 2003 (MFMA)
- Intergovernmental Relations Framework Act, 2005
- National and provincial sector departments related Legislation
- Core related Acts, By laws and Regulations associated with Human Resources
SUPPORT KPA’s
8. Management and oversight of the Service Delivery and Budget Implementation Plan (SDBIP) within the Division
9. Responsible for the management and oversight of the Office Administration Key Performance Areas within the division.

Closing date: 20 June 2014

Click here to apply







Questions after the interview:

At the end of an interview there is usually an opportunity where you can ask any questions you might have. This is a great opportunity to show the interviewer that you are interested in the position as well as the company. It is a good idea to prepare a few questions before the interview – this can be done while you are doing research on the company.

Your questions should show the interviewer that you are a good candidate for the position. Try and avoid questions that are based on your personal needs and preferences, for instance:

- How much leave will I get in a year?
- Will I be considered for promotion in my first year?
- When will I get an increase?
- What time can I leave in the afternoon?

These questions are inappropriate at this stage and will probably raise concerns on the side of the interviewer. Should you be the successful candidate then all these questions will be answered in your letter of appointment so don’t waste this opportunity by asking these basic questions.

If the position is an entry level job or very junior then you are welcome to ask questions in line with the position, for instance:

- Why did the previous person leave the position?
- What would the successful person be tasked to do in a typical day?
- How does this position fit into the department and / or company?
- Could you explain the company structure to me?
- Is there any further education assistance or support?

If the position is more senior then you can prepare question around the following themes:

- current issues that will face the successful candidate;
- inter-personal challenges in the department;
- any process, technology or people challenges that needs to be attended to urgently;
- key result areas that need urgent attention in the first few months;

The above information should get you started. Prepare a few questions so that you can show your worth. Good luck with your interview!
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