• The Head of Human Capital is responsible for CFAO Equipment South Africa, overseeing all aspects of HC functions, providing expert HC guidance and direction on complex processes and compliance issues associated with policies reviews and amendments, rollouts, recruitment, onboarding, performance evaluations, performance management, labour and employee relations, compensation, benefits, leave management and separations. This role will be responsible to manage the dedicated HC team of CFAO Equipment South Africa.
• The Head of HC will report directly to the Managing Director of CFAO Equipment South Africa and the Divisional Head of CFAO Holdings South Africa.

The requirements listed below are representative of the knowledge, skills, education / training and experience required for this position. Full detail available upon request:

• Minimum of a Bachelor's Degree and/or Honors Degree in Organizational Development, Human Resources, Business Administration, Training and Development or equivalent in related fields.
• Minimum of 11 - 15 years of progressive leadership experience in Human Resources management positions and experience in industrial, material handling, manufacturing environment.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, engagement, compensation and benefits, HRIS, Talent acquisition, safety, training, and labor relations.
• Active affiliation with appropriate Human Resources networks and organizations.

Leadership skills, with steadfast resolve and personal integrity Excellent people skills, business acumen and exemplary work ethics:

• Demonstrable competency in strategic planning
• Familiarity with diverse business functions.
• In-depth knowledge of corporate governance and general management best practices.
• Analytical abilities and problem-solving skills
• Excellent communication and public speaking skills

Important Leadership Traits:

• Strong leadership ability.
• Strategic mindset.
• Professional business acumen.
• Outstanding problem-solving skills.
• Excellent ability to lead and manage.
• Communicate effectively at all levels.

To perform this job successfully, the appointed individual must be able to perform each essential duty / key performance areas satisfactorily. This list of key performance areas is a summary of critical outcomes and is not exhaustive and may be changed / supplemented to accommodate business needs from time to time:

Primary Objective of the Head of HC:

• Drive collaboration across the organization to identify needs and develop scalable solutions.
  Implementation of Human Capital strategy in line with Group HC strategy.
• Safety of the workforce and compliance with all relevant labor relations statutes.
• Development of a superior workforce, consultations and engagements with all stakeholders.
• Development of the Human Capital Department and alignment.
• Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
• Ability to manage multiple priorities and multi task  in a fast paced environment.

HC Information Systems HRIS:

• Utilizes Human Resources Information Software (HRIS) for the company's recordkeeping and management advantage.

Training and Development:

• Defines all HC training programs, and assigns the authority/responsibility of HC and managers within those programs.
• Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs in partnerships with the Learning and Development Manager. 

Employment:

•  Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
• Chairs any employee selection committees or meetings.

Employee Relations:

• Formulates and recommends HC policies and objectives for the company with regard to employee relations.
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Knowledge of SA's labor law, Industrial relations, experience in CCMA/ MEIBC councils.
• Representation of the business at conciliations/ arbitrations.
• Monitors and advises managers and supervisors in the progressive discipline system of the company.

 Compensation:

• Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.

Organizational Development:

• Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design and change management.
•  Directs a process of organizational planning that evaluates company structure, job design, and staff forecasting throughout the company.