S I V I W E S I D N E Y M AG I D I G I D I

JOB PURPOSE

To provide strategic leadership and operational oversight of the Human Capital function by developing, integrating, and executing people strategies that are aligned to the organisation’s overall strategic objectives. The role is responsible for enabling organisational performance, ensuring effective workforce management, driving transformation, and embedding governance, compliance, and a high-performance culture across the organisation.

KEY PERFORMANCE AREAS AND RESPONSIBILITIES

Strategic Human Capital Leadership

• Lead the development, implementation, and continuous refinement of the Human Capital strategy aligned to the organisational strategy.
• Provide strategic direction on all people-related matters to executive leadership.
• Integrate human capital priorities with organisational performance, sustainability, and transformation objectives.
• Translate strategic intent into measurable HR plans, KPIs, and performance frameworks.

Organisational Design and Workforce Planning

• Oversee organisational design, job architecture, and grading frameworks to ensure alignment with business strategy.
• Lead workforce planning initiatives, including headcount modelling, succession planning, and capacity planning.
• Ensure optimal utilisation of human capital resources to enhance productivity and efficiency.
• Drive organisational restructuring and transformation initiatives where required.

Talent Management and Leadership Development

• Design and implement talent management frameworks, including recruitment, retention, succession planning, and talent pipelines.
• Oversee leadership development programmes to build organisational capability.
• Identify critical and scarce skills and develop strategies to attract and retain talent.
• Promote a culture of continuous learning and development across the organisation.

Performance Management

• Lead the design and implementation of performance management systems aligned to organisational goals.
• Ensure effective performance planning, monitoring, and evaluation processes are in place.
• Drive a high-performance culture through accountability, continuous feedback, and performance improvement initiatives.
• Provide guidance to management on performance-related matters.

Remuneration and Rewards

• Develop and oversee the implementation of remuneration and reward strategies aligned to organisational objectives and market benchmarks.
• Ensure internal equity and external competitiveness of compensation structures.
• Provide oversight on salary reviews, incentives, and benefits administration.
• Ensure compliance with approved remuneration frameworks and governance processes.

Employee Relations and Labour Management

• Provide strategic oversight and guidance on employee relations matters, including discipline, grievances, and dispute resolution.
• Ensure fair, consistent, and legally compliant application of labour practices.
• Represent the organisation at the Commission for Conciliation, Mediation and Arbitration , Labour Court and other relevant forums where required.
• Promote sound employee relations practices and maintain a stable labour environment.

HR Governance, Risk, and Compliance

• Ensure compliance with all relevant labour legislation, policies, and regulatory requirements.
• Develop and implement HR governance frameworks, policies, and procedures.
• Identify and mitigate risks related to human capital management.
• Support audit processes and ensure implementation of audit recommendations.

Human Capital Operations and Service Delivery

• Oversee the effective delivery of HR services, including recruitment, onboarding, employee lifecycle management, and exits.
• Ensure efficient HR operational processes and service delivery standards.
• Manage HR service delivery models to enhance responsiveness and effectiveness.
• Monitor and continuously improve HR processes and systems.

Learning and Development

• Oversee the implementation of learning and development initiatives, including training programmes, Workplace Skills Plans (WSP), and Annual Training Reports (ATR).
• Ensure alignment of learning interventions with organisational and individual development needs.
• Promote skills development and compliance with relevant training authorities.
• Monitor the effectiveness and return on investment of training programmes.

HR Information Systems and Analytics

• Oversee the implementation and optimisation of HR information systems (SAGE HRIS).
• Ensure accuracy, integrity, and security of HR data.
• Provide HR analytics and reporting to support decision-making.
• Develop dashboards and reports on key HR metrics, including workforce trends and performance indicators.

Occupational Health, Safety, and Employee Wellness

• Ensure compliance with occupational health and safety legislation and standards.
• Oversee employee wellness programmes to promote health and wellbeing.
• Foster a safe and conducive working environment.
• Monitor and report on health and safety performance indicators.

Stakeholder Management and Advisory

• Act as a trusted advisor to executive management on all human capital matters.
• Build and maintain relationships with internal and external stakeholders.
• Engage with regulatory bodies, professional institutions, and industry forums.
• Provide expert advice on organisational development, change management, and people strategy.
• LEADERSHIP AND MANAGEMENT RESPONSIBILITIES
• Lead, manage, and develop the Human Capital team.
• Foster a culture of accountability, professionalism, and continuous improvement.
• Drive change management and transformation initiatives within the organisation.
• Ensure alignment between people, systems, and organisational objectives.
• Directed project management activities for timely delivery of projects.

Directed HR strategy execution, policy compliance, and transformation programmes. Lead workforce planning, performance systems, employee relations, and HR service delivery across a three enteprises.

• Directed full-spectrum HR operations including OD, HR compliance, performance management, and transformation
• Developed business-aligned HR strategy and achieved 98% implementation of annual HR objectives
• Ensured legal and statutory compliance across BCEA, EEA, LRA, OHSA, PFMA, and B-BBEE legislation
• Led organisational culture change initiatives, policy development, and wellness programme integration
• Acted as strategic advisor to EXCO and Board committee.

Oversaw organisational learning strategy, career and skills development programmes.Direct budgeting, provider sourcing, and NQF-aligned programme execution.

• Led strategic people development, budgeting, and leadership capability building for national operations
• Directed use and optimisation of LMS across business units to drive learning automation
• Managed partnerships with universities and hosted large-scale graduate, intern, and bursary programmes
• Ensured HWSETA compliance and developed quality assurance systems for internal and external training
• Aligned national training objectives with healthcare transformation and employment equity targets
• Enhanced overall team performance with regular training and personal development initiatives.
• Streamlined internal processes to enhance work efficiency across teams.
• Conducted regular staff appraisals to retain top talent and foster a motivated workforce.
• Drove digital transformation within the organisation, resulting in improved productivity.
• Championed corporate social responsibility initiatives, bolstering firm's public image.
• Pioneered the use of advanced analytics tools, improving operational efficiency.
• Forged international alliances for global outreach and diversification.
• Established new partnerships for enhanced industry reach.
• Evaluated financial statements to support case research.
• Secured key client accounts for sustained firm growth.
• Crafted effective sales strategies, contributing to increased profit margins.
• Instituted measures for risk management, providing a stable operating environment for the firm.
• Negotiated high-value contracts to secure long-term business stability.
• Spearheaded major merger negotiations, resulting in significant business expansion.
• Implemented innovative business strategies to outperform market competition.
• Orchestrated successful marketing campaigns to increase brand visibility.
• Developed a strong company culture by implementing leadership development programmes.
• Oversaw regulatory compliance efforts, ensuring seamless business operations.
• Facilitated increased revenue generation with strategic financial planning.
• Directed effective cost control measures, leading to substantial financial savings for the firm.
• Led comprehensive market research initiatives for informed decision-making capabilities.
• Understood regulatory and statutory guidelines to deliver compliant legal advice.
• Assessed new client enquiries and advised on best courses of action.
• Retained specialist knowledge to offer clients expert case guidance and management.
• Prepared pleadings, evidence and witness statements required for client hearings.
• Secured costs and disbursements ahead of case commencement to cover proposed fees.
• Promoted high standards and improved legal practices to uphold firm reputation.
• Billed clients with detailed narratives to enable prompt payment upon case closure.
• Obtained public funding where possible to support eligible client cases.
• Led client cases and achieved positive outcomes in line with firm policies and objectives.
• Notified courts, tribunals and associated bodies of firm interests to progress cases.

Assisted in aligning nhls hc strategy with business needs through teamwork with hcm team.

• Supported talent management strategies to aid career development and succession planning across organisation.
• Helped in managing skills development budget to ensure financial resources were used effectively across regions.
• Facilitated compliance with nhls people development policies while overseeing oracle learning management system.
• Contributed to establishing quality management system that enhanced skills development practices within organisation.
• Provided relevant learning materials for training events and e-learning to improve participant engagement.
• Promoted awareness of medical careers and nhls bursaries via execution of university high schools and expo campaigns.
• Aided in improving ongoing skills development for all staff according to regional and national plans to ensure training providers met accreditation standards.
• Increased staff retention rates through career development planning and execution.

• Supported HR executive in developing and implementing HR strategy aligned with business objectives.
• Assisted in preparing and monitoring budget and forecasts in line with business plans.
• Contributed to various HR functions, including education, training, talent management, and employee relations.
• Managed diversity initiatives, fostered inclusive workplace environment.

• Identify skill gaps to enhance individual and organisational performance through targeted training and development initiatives.
• Manage budget utilisation aligned with the training calendar requirements, encompassing all corporate interventions and technical training needs.
• Assist in the implementation of HRD strategies, policies, and systems for effective budgeting and monitoring.
• Used critical thinking to break down problems, evaluate solutions and make decisions.

• Support delivery of development opportunities at PPECB within budget.
• Execute annual project plans based on identified needs.
• Facilitate induction and other programmes.
• Coordinate preparation and execution of development calendar.
• Identify suitable service providers for initiatives.
• Guide line managers and staff on development processes.
• Manage corporate budget for learning programmes.
• Ensure implementation of development programmes.
• Assist in embedding performance management systems.
• Maintain compliance with Skills Development Act.
• Capture skills development information accurately.
• Identify learning needs alongside stakeholders.
• Design programmes for current and future business needs.
• Develop team programmes for collaboration.
• Conduct skills audits and competence assessments.
• Participate in employment equity and safety committees.
• Monitor service delivery through SLAs.
• Oversee interns and administrators.
• Facilitated soft skills training, improving communication and interpersonal abilities.

• Workplace skills Plan (WSP) Skills Audit and Training Need Analysis.
• Conduct needs audit and competence gaps. Compile PDP’s, develop divisional HRD Matrix.
• Implement generic & technical Training Programmes needs audit & source relevant training. Extract identified needs from Performance Assessment forms.
• Compile and submit Corporate Training Reports and Plan
  to MQA and executives. Facilitate implementation of the training needs.
• Restructuring and re-engineering, Organizational restructuring and Design. Corporate restructuring of divisions. Rectification & re-capturing of new data into HRIS (SAP). Organizational Structure and redesign
• Conduct PMS for the whole organization and facilitate the implementation of the performance management policy.
• Implementation of the Recruitment Policy directives, compile Minvacs for advertisements. Invite candidates for interviews, prepare interview packs.
• Participate and render HR advice in interviews and compile recruitment memos, contracts of appointments and offer letters.
• Conduct reference and qualifications check. Open personal files and forward to admin for capturing.
• Prepare and Facilitate Orientation and Induction workshops
• Analysis of Staff movement and causes thereof. Conduct divisional exit interviews; analyse causes and Advice Company with appropriate interventions.
• Advice managers on the cost implications of divisional staff turnover. Provide monthly reports of exit interviews to the Head: OD. Identification of talent through SBU’s HR audits (A & B Performers). Administer relevant psychometric/psychology assessment tools – PPA.
• Conduct divisional surveys to identify perceptions that negate talent Retention and advise managers with
  appropriate interventions.
• Streamlined onboarding process for smoother integration of new hires into the workforce.

• Supported human resource functions for all executives and department heads by coordinating training and development initiatives.
• Assisted with recruitment processes, including labour relations and performance management support.
• Prepared internal and external job advertisements and facilitated the interview process for candidate selection.
• Coordinated company-wide training programmes, enhancing overall skill sets of employees.

• Assisted in designing employee screening evaluation orientation and induction packages.
• Facilitated new employee activities and sessions to ensure continuity of company and benefit information.
• Conducted interviews and inducted new staff members.
• Maintained employee records with utmost confidentiality.

• Assisted in showcasing HR best practices and business procedures within corporate governance divisions.

Visited various branches and departments to gain insights into operational performance.

Conducted research and compiled reports based on SWOT analyses of company departments and branches for Macsteel Group of Companies.

Participated as a member of the interviewing panel in HR trainee capacity.

Reported on SWOT analysis findings for all 25 branches visited, supporting informed decision-making within the organisation.

• Quickly learned and applied new skills to daily tasks, improving efficiency and productivity.