Tracking Number: SDTM241-2014
SAP Number: S60058318
Job Title: FUNCTIONAL HEAD: HUMAN RESOURCE SUPPORT SERVICES
This position seeks to attract: All Categories
Department: SERVICE DELIVERY AND TRANSFORMATION MANAGEMENT
Division: Management and Administration Support
Section: Human Resources Support Services
Job Type Classification: Permanent
Basic Salary Scale: R275 436.00 – 448 140.00 per annum
Total Remuneration Packages: R350 854.05 – R570 846.71 per annum
Location - Depot / Town or City: Bronkhorstspruit
Location - Province: Gauteng
Location - Country: South Africa
For Enquiries (Contact Person): T Kone (012 358 3139)
An appropriate tertiary career-related qualification (3 year diploma or degree) in Human Resource Management or Industrial Psychology or equivalent qualification
Relevant experience in various HR fields
Valid code B driver’s license
Personal attributes / competencies:
Good communication skills, Must be able to work under pressure, Must be able to meet deadlines, Good organizational skills, Decisive, Ability to pay attention to details, Accurate, Analytical thinker, Good interpersonal skills, Good writing skills
To manage end-to-end human resource operational support to the region, by providing the following services
-Recruitment and selection
-Occupational Health and Safety
-Remuneration and benefit administration
-Skills Development and Training
-Individual performance management
-Personnel cost planning
-Personnel terminations, secondments and transfers.
Closing date: 20 June 2014
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!