MQA

Human Resource Business Partner

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Paterson Grade: E1

Remuneration: R1, 443, 771.18 CTC (plus a possible 20% performance bonus)

The Mining Qualifications Authority (MQA) is a Sector Education and Training Authority (SETA) that facilitates skills development under the Department of Higher Education Training and Innovation and supports Mine Health and Safety under the Department of Mineral Resources and Energy (DMRE) for the mining and minerals sector under Skills Development Act (SDA) 97 of 1998 and Mine Health and Safety Act (MHSA) 29 of 1996, respectively.

The MQA requires the services of a competent individual to fill the above-mentioned position.

ROLE PURPOSE:

To support the business units through assisting in the alignment of business objectives with people management.

This position reports to the Senior Manager: Human Resources.

KEY PERFORMANCE AREAS:

Strategy Development, Execution, and Enablement: • Support Business Units by providing people management best practices inputs, and guidance into the business strategy, plans and daily activities • Develop and implement people management practices that integrate with business strategy • Serve as the strategic liaison between HR and the business • Support the value proposition of the HRBP and talent management services and enhance its legitimacy as a business unit. 

Governance, Ethics, Risk and Compliance Management: • Research and benchmark HRBP and talent management practices and ensure organisational alignment • Develop, update, review HR Policies and Standard Operating Procedures and ensure implementation thereof • Ensure compliance with the legal requirements and internal business processes • Manage and coordinate communication and engagement with Business units • Ensure mitigation of risk when delivering business critical applications • Manage the preparation and submission of documentation to the internal and external auditors • Prepare management response pertaining to the audit findings and implement remedial actions • Ensure compliance in line with the governance framework and submit all reports for various uses and users as per the management responsibilities.

Talent Management: • Render Talent Management and individual development to ensure that MQA has professional, competent and committed human resources to respond to the current and future talent needs through the implementation of Talent Management Strategy and roll out plan

Implement analysis of current talent practices and needs to determine the future needs and improvement opportunities • Develop, implement and review uniform induction programmes

Develop a training and development programme which includes skills audit, training programmes and analysis of impact on training to determine value for money for MQA • Develop and manage business Unit succession pools and manage activities for the development in line with Succession management strategies • Maintain and manage MQA competency frameworks and assist with individual development plans aligning with business needs and unit succession pools • Actively encourage and seek the development of employees through training interventions, on the job learning, mentoring and study assistance • Manage of the rewards and recognition program and utilise to improve employee engagement. • Manage staff processes and track metric to provide insight into reasoning for staff behaviour (from appointment to exit)

Performance Management: • Design, develop, maintain and review of employee performance management system • Provide guidance and support to units on the development and implementation of the Individual performance contracts (IPC) and Individual development plans (IDP) • Advise units on best practice and managing performance • Assist units and provide advice and guidance on performance management processes to encourage and cultivate a culture of improved performance • Assist business units in enhancing performance through counselling and improved management processes • Manage the annual performance cycle and submissions by Units in line with the MQA Performance management policy • Assist the Senior Manager HR in the establishment and implementation of the performance management and reward committees • Quality assures, validate and approve processes of the individual performance contracts and results bi-annually prior to incorporation into organisational performance results • Represent the HR unit on relevant platforms and advisory forums.

Learning and Development: • Oversee and ensure timeous annual submission of the Workplace Skills Plan • Manage and coordinate training in line with the WSP and IPD submissions, and report on progress on a quarterly basis • Track effectiveness of interventions and report on ROI.

Workforce Planning: • Assist units to develop workforce plans and strategies to ensure the attracting of talent during the recruitment process • Manage and deliver an efficient recruitment process • Provide updates and amendments to profiles as and when required • Assist with the development plans for new recruits

Employee Wellness: • Engage with units to provide guidance and support on employee wellness related matters • Implement comprehensive health and wellness programs that promote physical, mental, and emotional well-being • Evaluate the effectiveness of wellness programs through data analysis, employee feedback, and participation rates, and make recommendations for improvement • Partner with external vendors and benefit providers to negotiate contracts and ensure the delivery of high-quality wellness services.

Financial Management and Budgeting: •   Ensure HR unit initiatives are carried out within budget.  Investigate and action any items of over expenditure • Review the monthly expenditure and explain and / or action all areas of discrepancy.

People Management: • Ensure the development, guidance, and empowerment of the team to deliver on Unit targets • Ensure that the performance contracts are in place prior to the beginning of each financial year in line with the Department’s strategy and Plans • Measure, manage and monitor the performance of the team • Lead by example in driving MQA’s values and vision • Drive own professional development

Customer Focus: Internal and External Stakeholder Engagement: • Ensure all internal and external stakeholders are receiving accurate and timely information • Cultivate strategic partnerships and collaborations with relevant institutions • Build and maintain relationships with all MQA business units for the purposes of expectations management and knowledge sharing • Provide support on matters related to Employee Relations, Health, and Wellness to empower the MQA`s internal stakeholders to make informed decisions.

KEY REQUIREMENTS: QUALIFICATIONS, EXPERIENCE AND COMPETENCIES:

Qualifications:

  • A National Senior Certificate (NSC) or National Certificate: Vocational (NCV) (NQF 4)
  • A Bachelor’s Degree (NQF 7) in an HR field.
  • A Postgraduate Diploma or Honours Degree (NQF 8) in the above-mentioned field will be an added advantage.

Experience:

  • Minimum of 8 years generalist human resource management experience of which 3 – 4 years must have been spent at supervisory level.

Competencies:

Knowledge: • Understanding of business goals and strategies and linking to HR practices • Knowledge and understanding of government legislation pertinent to HR • In depth understanding of the Human Resource Value Chain • Understanding of strategic Human Resource communication methodologies • Knowledge of developing HR policies, systems and procedures.

Skills: • Interpersonal skills • Communication skills • People Skills • Information Management skills • Facilitation and consultation skills.

Attributes: • Credible Actives • Strategic positioner • Paradox navigator • Resilient • Emotional Intelligence • Decisiveness.

The candidate should also be willing to: Work under pressure inclusive of longer than normal offices hours if required • Work with internal and external stakeholders • Travel away from home if required • Engage in a lifelong learning process relative to the context of the workplace. The successful candidate will be required to sign a performance agreement in terms of MQA Performance Management System.

Closing Date: 17 October 2024. Late applications will not be considered.

Vacancy Application Form: please ensure that you complete the below application form and submit it together with your application

Interested candidates should submit their applications which shall consist of a Vacancy Application Form, a one-page motivation, a comprehensive curriculum vitae, certified copies of their qualifications, a valid drivers’ licence and valid proof of identification to: recruitment@mqa.org.za

The MQA is an Equal Opportunity Employer; therefore, the filling of the position will be in line with its Employment Equity Plan.

Recommended candidates will be expected to undergo a professional competency assessment and vetting processes.

Successful applicant will be required to disclose their financial interest. Should you not hear from the MQA within 4 weeks of the closing date, you must regard your application as unsuccessful.

The MQA reserves the right not to appoint any person for this position.

To apply email your details to recruitment@mqa.org.za