As the new generation of Human Resource Practitioners advance and progress further into the areas of metric reporting information analytics – cost and finance – a new role has been created by our esteem client for head office.
The primary responsibility for the role is to enhance business performance through driving the Human Resource Department’s analytical and reporting metrics including financial measures and accurate information.
To apply for this challenging role, you must already retain the necessary overall skills to deliver by supporting the Group Head of HR.
The role requires a specialist HR Practitioner captured by providing operational information at the highest level.
Your role to source – correlate and provide and report on the necessary HR information to ensure the mine operations deliver at best optimum HR performance across the skills retained.
HR Planning/Budgeting – Drafts under supervision from the Group HRM annual and periodic workforce plans, OPEX and CAPEX budgets which feed into the HR budget and overall budget for Mines taking into consideration key business assumptions, staffing needs, training needs, and statutory requirements, among other things.
Staff Costs Modelling – Partner with HR Head Office & HR Operations in creating standard and non-standard staff cost forecasts.
Conducts scenario analyses – for the financial impact of staff initiatives for the Group.
Interface with Finance Departments: Interface with Finance department, through daily interface with finance department for all HR related transactions
- Maintain and file financial records for all Human Resources transactions.
- Collect and enter data for various financial spreadsheets.
Reports and Presentations: Creates reports & presentations justifying budgets for the HR team under guidance from the Group HR manager for discussions with the company’s leadership.
Reward Initiatives Design and Implementation – provides financial calculations in the designs of staff reward initiatives (e.g., pay structuring, short- and long-term incentive schemes), motivates for and operationalisation of allowances awarded.
Reporting and Analytics – Custodianship of all HR Data, creates reports for the Group HRM and in house stakeholders, conducts regular and ad hoc analyses (e.g., staff costs movement, headcount movements), tracks the impact of change management initiatives running across the Mines (e.g., Automation of processes across the group), among other things.
Board Reporting – Coordinates the provision of information feeding into HR Board Reports, consolidates HR operations inputs and presents the to the Group HRM.
Workforce Planning and Optimisation – provides input and drives the design of workforce planning methodologies to ensure an evidence-based orientation in the methodologies (headcount analysis, workload analysis, staff utilisation) and managed workforce planning projects.
Compensation and Benefits –. Assist in the calculations of payroll related queries/tasks.
Succession Planning and Skills Audits– Work with the Group HRM in developing and tracking the right metrics for talent management.
HR Systems Development Management – Works with HR team in uploading/ configuring HR metrics into ERP system (PaySpace in consultation with the providers.
Human Resources Support
Provide administrative support for Critical HR parameters like:
- Labour hires, demographics, staff movements etc
- Leave management trends
- Overtime management
- Pensions and staff welfare tracking and administration/ operating costs trends.
- Statutory compliance – e.g., pension, NSSA
- Track and put in place the Performance management tracking tools and report on trends including Return on Investments from training interventions
Within Company Reporting – Tracks HR Metrics on a weekly, monthly, and ad-hoc basis for key stakeholders in consultation with other stakeholders for the attention of the Group HRM.
Talent Analytics – Partners with the HR operations in creating, analysing, and reporting on the Talent Grid, Succession, Skills Gaps, and performance, as part of the organisation’s performance management system.
The salary and benefits are negotiable to attract the right skills for this challenging role – email Mirriam and Colin