Recruitment: Support Office
Job Description – Human Resources Executive /
Role: / Human ResourcesExecutive
Description: / Establish and manage the Human Resources strategy of the organization.
Manage the Cashbuild Group Human Resources Function to ensure people management practices are optimally applied throughout the organization to meet the strategic people requirements of the business.
Immediate Supervisor: / Chief Executive
One Up Manager:
Subordinates: / n/a
Training & Development Managers
HR Manager
Cost Centre: / Human Resources
Grading System: / Paterson
Grading Level: / EL
Salary From:
Requirement: /
  • Relevant NQF 6 qualification
  • Valid Identification document (ID)
  • Ability to communicate in English
  • Negotiation skills
  • Computer literacy
  • Time management & Administration skills
  • Previous experience (minimum 5 years) in the field HumanResource Management at Senior Management level.

Key Performance Area / Description
Effective and Efficient Management of the Human Resources function – Administration /
  • Optimal utilization of the HR administrators in producing:
  • Meaningful HR key indicator reports
  • Timely communication of these reports to Executive Management and Operations / Line Management

Effective and efficient Management of the Training and Development function within the organisation /
  • Establish and manage the training and development strategy for the organization ensuring the strategic people requirements of the business are met
  • Management of Training and Development Manager’s to implement the training and development strategy of the business.

Legal compliance relating to Employment Equity and skills development legislation /
  • Ensure all statutory requirements with regards to; Employment Equity and Skills Development are implemented and adhered to.
  • Ensure timeous submission of all statutory reports to relevant authorities

BBBEE /
  • Ensure annual BBBEE scorecard is submitted to the relevant service provider

Human Capital Requirements /
  • Develop, in conjunction with Line Management, current and future human capital requirements and appropriate action plans, per Ops Area

Job descriptions and Job Grading /
  • Ensure all positions have updated job descriptions
  • Ensure all positions are graded and remunerated in line with market trends

Developing and maintaining the group Human Resource strategy by Operational area and ensuring compliance with best practice while achieving the overall objective of the business. /
  • Establish and manage the overall Human Resources strategy with regards to:
  • Recruitment and selection
  • Training and development
  • Performance Management
  • Staff retention
  • Industrial relations
  • Organisational design
  • Change management
  • Remuneration

Develop and implement policies /
  • Constantly evaluate existing policies ensuring that they are updated and relevant

Budgets /
  • Review and preparation of budgetary information
  • Maintenance of budget within department

People Management /
  • Communicate effectively to all parties
  • Plan and control employee deployment and utilization
  • Identify and initiate manning requirements
  • Manage employee performance and development
  • Coach and develop employees on continuous basis

Competencies: / Description
Develop a Vision /
  • Identify current & future societal, economic, market, political issues, trends, processes and outcomes impacting on company and operations;
  • Identify quickly changing environmental trends, industry developments, threats from competitors;
  • Evaluate strengths, weaknesses, opportunities and threats in the company and in its operating environment;
  • Establish a clear and inspiring vision, mission and values for the organisation;
  • Actively articulate vision towards all stakeholders;
  • Obtain maintain commitment towards vision, mission and values from all stakeholders.

Tactical Leadership /
  • Position self as formal & informal leader in the organisation, and as a source of inspiration so that others buy into vision, mission & values;
  • Demonstrate integrity to the stated values and behaviours, and follow through on commitments;
  • Drive business strategy to ensure achievement of established vision, mission and values;
  • Facilitate establishment of operational strategies to ensure vision achievement
  • Challenge resistance; make tough decisions where alignment is required

Concern for Excellence /
  • Motivate others to take action to significantly improve individual or group performance;
  • Set priorities, choose goals, develop plans/make decisions on the basis of business opportunity;
  • Commit significant resources and take numerous, sustained actions to reach goals, improve performance;
  • Demonstrate a sense of urgency, taking into account probability of success, potential profit, return-on-investment and cost-benefit analysis;

Take personal accountability for own performance & others;

  • Commit to timely delivery of agreed objectives and targets.

Problem Solving /
  • Analyse info within organisation & business processes;
  • Deal with info that may often seem unrelated to the situation or issue;
  • Conduct occasional research & development projects;
  • Benchmark within organisation & with competitors;
  • Interpret trends that impact organisation up to 5 years;
  • Identify trends and patterns related to organisation, competitors, financial issues, resources, business plans, operations, customers, environment;
  • Take effective action in solving departmental, systemic & organisational problems.

Creativity /
  • Create environment where creativity and innovation are seen as sources of strategic advantage;
  • Improve organisational processes by facilitating the introduction of innovations;
  • Make use of abstract creative thinking to introduce solutions on an organisational and industry level.

Decision Making /
  • Make decisions that impact department & organisation;
  • Make decisions within framework of organisation policies;
  • Take into account legislation & industry standards;
  • Take into account consequences on operations, department, organisation, & external environment, as well as external customers;
  • Make decisions based on logical & abstract thinking;
  • Make decisions where result may not be immediately visible or only in 1 - 3 years.

Planning /
  • Establish operational business plan up to 1 year ahead for area of responsibility;
  • Plan up to 1 year ahead;
  • Provide inputs in establishing a clear vision for the company;
  • Establish strategic plans that ensure the best utilisation of resources in area of responsibility;
  • Establish budget up to 1 year ahead;
  • Make use of operational and strategic planning;
  • Make use of scenario planning techniques;
  • Take into account consequences of incorrect planning on area of responsibility, business plans, operations, resources, and environment.

Delegation and Empowerment /
  • Identify and manage acquirement of people in department;
  • Delegate full authority and responsibility to subordinates in department and assign appropriate resources to ensure achievement of department objectives;
  • Plan and ensure implementation of long term development opportunities in department e.g. cross-functional training, mentoring, challenging assignments;
  • Mentor and encourage others to overcome obstacles and to move towards departmental and organisational objectives

Commitment to Development /
  • Provide others with resources, opportunities & freedom to make business decisions/to complete assignments that will stretch them;
  • Do long term coaching;
  • Demonstrate trust & confidence in the abilities of others;
  • Identify long term development opportunities e.g. cross-functional training, mentoring, challenging assignments;
  • High levels of development initiative required in position;
  • Implement and drive development activities in department.

Persuasion /
  • High levels of persuasiveness required;
  • Negotiate on regular basis with internal parties in organisation to ensure objective achievement;
  • Use multiple customised actions to influence with each one adapted to the specific audience;
  • Anticipate and prepare for reactions;
  • Apply appropriate negotiation & influencing techniques to build support for ideas and achieve buy-in;
  • Has work knowledge of influencing/negotiation methods with experience utilising them.

Assertiveness /
  • High levels of assertiveness required as part of work;
  • Regularly drive others towards adherence to stringent deadlines/ objectives;
  • Make a positive personal impact that is clear and succinct for the audience

Interpersonal RelationshipBuilding /
  • High levels of interpersonal sensitivity required;
  • Understand different frames-of-reference are used to achieve agreement;
  • Recognise situations with potential for conflict that could damage relationships & affect productivity;
  • Apply appropriate conflict resolution techniques to resolve the situation & reduce negative impact;
  • Display sound experience of conflict resolution methods with some experience implementing them.

Communication: /
  • Very high levels of communication skills required by position;
  • Create environment where open communication is seen as a source of strategic advantage;
  • Drive establishment and maintenance of communication strategies to ensure inputs from all stakeholders are discussed and acted upon;
  • Communicate with maximum impact, drive action & enhance image of individual & organisation;
  • Leverage communication by building common interests & produce new, creative, win-win solutions;
  • Display in-depth experience of communication strategies and concepts.

Customer Awareness /
  • Create environment in which customer service is viewed as a source of strategic advantage;
  • Initiate strategic actions to add value to all customers;
  • Develop & maintain long-term partnerships with customers by identifying opportunities to build mutually beneficial relationships;
  • Anticipate potential situations for impaired customer relations and formulate solutions that will ensure long term positive outcomes;
  • In-depth understanding of strategic customer service concepts & techniques with extensive experience in implementing them.

Change Orientation /
  • Anticipate, plan for, and respond to unexpected events & circumstances;
  • Provide focus for self & others in dynamic situations;
  • Anticipate trends within and outside organisation which cause change;
  • Drive the change processes by talking to stakeholders and initiating innovations within own and others’ departments;
  • Suggest changes likely to affect individuals and departments based on research, experience or intuition;
  • Initiate discussions with stakeholders, team members & supervisors about ways to benefit from change.

Composure /
  • Function effectively under pressurised situations;
  • Function under circumstances that are mostly unstructured but some structure is provided;
  • Calm others and provide structure to others in an unstructured and ambiguous environment;
  • Display calm disposition with drive and enthusiasm;
  • Display convictions, confidence and self-control in harmony with people/ environment;
  • Challenge resistance; make tough decisions where alignment is required among subordinates and co-workers.

Initiative /
  • Hold department/team accountable by engaging them on commitments & behaviours;
  • Determine criteria to measure success, monitor performance, initiate action plans in area of control;
  • Identify personal value system, life priorities, convictions, and align work with them;
  • Take personal accountability for results, overcome obstacles & conflicts affecting results/ performance of work team, business unit, Cashbuild, stakeholders

As an Employee of the Company, it would be expected of you to perform all such duties and exercise all such powers in relation to the business of the Company as may from time to time be requested or assigned to you by the Company.

It would be expected of you to comply with all policies and procedures of the Company and to abide by all rules and regulations concerning its Employees.

I agree that this job description conveys an accurate description of this job.

Manager Name
Manager Signature
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Employee Name
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Filename: JHR 001129 HR Exec / Revision: i.1.1
Effective Date: July 2014 / Process Owner: Chantelle Hattingh
Previous Version: February 2013, i.1.0 change PO / Page 1 of 6
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