Executive Director: Human Capital

CPUT is a multi-campus institution with a staff complement of about 2000 full time permanent staff scattered over various campuses in the Cape Peninsula and about 1400 part time contract staff complement scattered over various campuses in the Cape Peninsula. Currently, CPUT has a recognition agreement with three Unions, which operate under one umbrella known as the Joint Union Task Team. The institution is seeking to recruit a competent seasoned Executive Director Human Capital who as part of CPUT Executive Management will report to the Vice Chancellor. The incumbent will be responsible for driving the human capital portfolio, which involves the development and implementation of an overall human capital strategy while providing professional leadership through expert knowledge in the management of recruitment and selection and staff retention, employment equity, human capital development, performance management, organizational development, talent management, remuneration and benefits, employee wellness, human resource administration, and management of employee relations including collective bargaining and wage negotiations.

Job Knowledge, Skills and Experience

• A relevant Master’s Degree from an accredited HEI, is required with Industrial Psychology being an added advantage
• At least ten (10) years’ generalist experience in Human Resources of which five (5) years ought to have been spent at senior management position in a complex organization
• Leadership skills as reflected in a proven track record of influencing change at the highest level in the organization
• Proven experience in managing  resources including Finance, Human and Physical
• Proven ability to provide guidance leading to efficient and effective HR Administration
• A good knowledge of Remuneration and Benefits including knowledge of payroll systems, policies, procedures and processes, appreciation of rules and regulations governing pension and provident funds
• Ability to develop Human Resources policies and procedures
• Management of Labour Relations including:
  • A good knowledge of Collective Bargaining (including wage negotiations)
  • Proven track record of building and maintaining sound working relationships with Trade Unions
  • A very good knowledge of Dispute resolution (disciplinary hearings; CCMA rules; Labour Court rules)

• Talent Management including a very good knowledge of recruitment and selection policies; procedures and processes and staff retention
• Sound knowledge of Training and Development policies; procedures and processes
• Insight into wellness  processes including management  of disability; occupational health and safety; and delivery of stress and disease counseling and support
• Ability to develop and implement Performance Management policies; procedures
• Ability to interpret Employment Equity legislation develop policies; procedures and processes and drive their implementation and reporting to Department of Labor
• Experience in the higher education sector will be an added advantage

Key Performance Areas / Principal Accountabilities

1. Human Resource Strategy

• Provide strategic leadership to ensure that Human Resources strategic objectives are aligned with CPUT strategic direction
• Position Human Capital as a strategic partner to contribute to the effective management of the university
• Develop Human Capital policies, practices and procedures which will encourage optimal staff recruitment, and retention development aimed towards the achievement of CPUT ’s strategic objectives
• Manage all Human Capital risks and putting in place measures to mitigate them
• Keep track of trends in the Human Capital field to consistently provide CPUT with a competitive edge

2. Provide specialist input to line managers to enhance human Capital operational support

• Develop appropriate policies and practices for the institution across the broad spectrum of Human Capital field including recruitment and staff retention and managing staff exit, reward, benefits, staff development, leadership development, employee wellness and, performance management
• Monitor trends in Human Capital space to keep CPUT competitive
• Promote institution-wide awareness understanding and implementation of Human Capital policies
• Lead and direct all efforts that will ensure that a robust performance management and development framework becomes entrenched in CPUT
• Ensure that CPUT’s investment in its people (training and development) supports the achievement of institutional objectives
• Lead the development and implementation of an institution-wide succession planning framework
• Actively engage with trade unions represented at CPUT to ensure a continued good relationship and common understanding and support and lead substantive negotiations and related IR matters on behalf of management
• Lead, and direct the implementation of robust employee relations processes including consequence management, discipline, grievance and probation

3. Managing the Human Capital Team

• Mentor Human Capital staff
• Provide ongoing coaching to Human Capital staff on identified areas of need
• Provide leadership to the Human Capital team to ensure optimal contribution by the team
• Manage Human Capital staff performance on an ongoing basis implementing corrective measures where necessary
• Provide up to date accurate information to Senior Management to enable Senior Management to make informed decisions

4. Financial Management & Budget

• Provide leadership to the institution as a whole on staff budgeting
• Align the department’s budgeting to the strategic objectives
• Review and monitor Departmental Administrative budget
• Ensure that the Departmental annual budget is drawn up according to the University budgetary requirements
• Monitor the utilization of the Human Capital budget

5. External Relations

• Maintain a close relation with other professionals in the field to ensure that the University is up to date with the latest trends.
• Maintain good relations with other universities to gain advantage in sharing of knowledge.
• Develop close relations with relevant government departments to ensure that the university is up to date with legislative requirements and fully complies with legislative provisions
• Consistently identify external partners that will benefit CPUT and its employees

6. Manage Industrial Relation

• Provide leadership in the management of ER
• Lead collective bargaining initiatives on behalf of management
• Ensure fair and equitable treatment of all recognised unions, and staff in general
• Consult organised labor on all matters of common interest
• Ensure protection of both employer/ employee rights
• Proactively prevent disputes from arising by dealing with contentious issues
• Ensure full compliance with all statutory requirements
• Ensure that all statutory reports are generated in a consultative manner and submitted on time In the unfortunate event of strikes, manage the strike optimally
• Ensure that staff grievances are dealt with promptly
• Ensure that ongoing support is provided to line management on handling of grievance, disciplinary matters

7. Staff recruitment and retention

• Continuously seek ways to attract higher calibre staff to CPUT
• Create a conducive environment for staff joining CPUT be putting in place enabling policies
• Actively participate in staff induction initiatives

8. Drive continuous personal and professional development of staff

• Comply fully with the Skills Development Act and tap on resources provided through the skills levy
• Oversee provision of targeted training and consistently monitor returns on training investment
• Seek opportunities for CPUT staff to improve their qualifications

9. Performance Management

• Put in place and oversee the implementation of a performance management system
• Provide line managers support to deal with performance infringements
• Deal constructively with poor performance linking this with personal development initiatives provided

10. Ensure the integrity of CPUT HR Records

• Implement an easily understood HR record system
• Ensure HR data integrity

Competencies

• Sound conceptual skills and a system’s outlook
• Innovative and dynamic leadership qualities
• Demonstrated strategic management experience
• Ability to deal with people at all levels
• Demonstrated ability to develop and sustain appropriate partnerships and alliances with national and international higher education bodies and professional organizations
• Ability to develop and maintain good human relations
• Sound knowledge of the higher education and government legislative environment and transformation imperatives
• Ability to influence change
• Mentorship skills
• Good networking and negotiating skills
• High levels of discretion, sensitivity and good judgment
• Professional approach underpinned by ethics
• An appreciation for diversity characterizing CPUT and sensitivity to cross cultural issues
• Fairness, impartiality and impeccable integrity are required personal attributes

General Information

Closing date: 09 September 2016.

Confidentiality will be respected at every turn.

The Cape Peninsula University of Technology is committed to Employment Equity and aims to attract and retain talented individuals to achieve our equity objectives and therefore, people from the designated groups, including those with disabilities are encouraged to apply. Preference will be given to applicants whose appointment contributes towards the achievement of demographic representation.