MASSMART INTERNAL VACANCY BULLETIN 4-Feb-21

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MASSMART INTERNAL VACANCY BULLETIN 4-Feb-21 Being a member of the Massmart Group provides employees with substantial opportunities for personal, career development and growth. Applications are invited from suitably qualified/experienced employees who are interested in being considered for the following vacancies in the various Massmart companies. Applicants must please note the following:

All advertised vacancies are managed by the respective Massmart Company within which the vacancy exists. Requests for additional information about a particular vacancy must be addressed to the relevant contact person. Similarly, applications must be forwarded to the relevant contact person.

Please be advised that thorough reference checks will be conducted on all applicants and that generally only the 3 top applicants will be interviewed.

Applications will only be considered if: o The official Massmart Internal Application Form (available from the Human Resources Department) has been used; o The application form has been properly completed; and supporting documentation is supplied where required; o The applicant’s line management and HR manager has signed the form; o Late applications will not be considered. o Applicants need to consult with their division’s recruitment and selection policy or other relevant HR policies to

determine their eligibility to apply for an advertised vacancy. TO ASSIST THE EMPLOYEES IN THE STORES POTENTIALLY IMPACTED BY S189 PROCESSES, APPLICATIONS FROM POTENTIALLY IMPACTED EMPLOYEES WILL BE PRIORITIZED AS FAR AS POSSIBLE. Massmart and its Divisions support Employment Equity principles and preference in all appointments will be given to people from designated groups When applying please indicate the POSITION as well as the relevant VACANCY BULLETIN NUMBER in the subject line Please make sure that you submit an internal application form and a CV together.

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Table of Contents

1. MASSMART LOGISTICS – UPDATE ..................................................................................................................................................... 3

Massmart_ Massmart Logistics_ Operations_ GAU_ Functional Junior Manager Inventory .................................................................. 3

Massmart_ Massmart Logistics_ Operations_ GAU_ Export Admin Clerk ................................................................................................ 5

2. MASSMART ............................................................................................................................................................................................ 7

Massmart_ Head Office _ Talent & Learning _ Sunninghill _ Talent Pool Manager X2 ............................................................................. 7

Massmart _ Head Office _ Talent & Learning _ Sunninghill _ Talent Specialist: Recruiter X4 .............................................................. 10

Massmart _ Head Office _ Talent & Learning _ Sunninghill _ Talent Specialist: Assessment X3 ......................................................... 12

Massmart _ Head Office _ Talent & Learning _ Sunninghill _ E Learning Course Designer .................................................................. 15

Massmart _ Head Office _ Shared Services_ Sunninghill _ Analyst......................................................................................................... 17

Massmart _ Head Office _ Employee Relations _ Sunninghill _ Case Management Officer .................................................................. 20

Massmart _ Head Office _ Employee Relations _ Sunninghill _ ER Specialist –Retail Wholesale X2................................................... 22

Massmart _ Head Office _ Organizational Effectiveness _ Sunninghill _ Associate Experience Administrator .................................. 25

Massmart _ Head Office _ Organizational Effectiveness _ Sunninghill _ Change Management Administrator ................................... 27

Massmart _ Head Office _ Retail/Wholesale/Corporate: People Function _ Sunninghill _ Regional People Partner .......................... 29

Massmart _ Head Office _ Retail/Wholesale/Corporate: People Function _ Sunninghill _ Regional People Partner X3 ..................... 33

Massmart _ Head Office _ Retail/Wholesale/Corporate: People Function _ Sunninghill _ Regional People Partner X2 ..................... 37

Massmart _ Head Office _ People Function _ Sunninghill _ People Partner Operations X2 .................................................................. 41

Massmart _ Head Office _ Corporate: People Function _ Sunninghill _ People Practitioner X2 ........................................................... 45

Massmart _ Head Office _ Wholesale/Retail: People Partnering _ Sunninghill _ Manager: People Partner Operations ..................... 48

Massmart _ Head Office _ Wholesale: People Function _ Sunninghill _ People Admin Manager ......................................................... 52

Massmart _ Head Office _ Remuneration _ Sunninghill _ Rewards Analyst ........................................................................................... 56

Massmart _ Head Office _ Organizational Effectiveness _ Sunninghill _ Workforce Planning Specialist ............................................ 58

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1. MASSMART LOGISTICS – UPDATE

Division/Company Massmart Logistics

Store format / Brand / Site HVDC

Department Operations

Location Gauteng

Position Functional Junior Manager Inventory

Massmart_ Massmart Logistics_ Operations_ GAU_ Functional Junior Manager Inventory

EE 27 HR 40 HR 120 HOUR PERM – FLEXI x DISABILITY

Summary To effectively manage the DC –Inventory & Write Off’s Sections during shifts in order to ensure that the service levels are achieved within all departments. FUNCTIONS / RESPONSIBILITIES: People (Performance & Development)

- To ensure that back up team members are trained, evaluated and signed off for all critical areas within the DC.

- Ensuring solutions are provided on areas where KRA’S are not met.

Culture & Innovation

- To set and maintain acceptable levels of performance within all areas of responsibilities as per Labor Standards.

- To participate in the ongoing development of a performance measurement framework.

Finance

- To operate within the Set Budgets and Forecast’s within the Inventory Department

- To ensure full compliance to minimize risk and combat shrinkage within Inventory

- To ensure that the efficiency, productivity and performance standards is in line with the Set Targets

Task Execution

- Ensure that the required performance and productivity and efficiency targets are met with in areas of responsibility.

- Ensure full compliance to company policies and procedures.

- Ensure that the required departmental & Supplier meetings are in place in order to communicate work load and action plans.

- Management of time and attendance of subordinates.

- Staff planning aligned to volumes.

- Utilization of dashboards, scorecards and ODC’s; to determine challenges and identification of underlining issues.

- Participation in shrinkage action plans to combat a minimized shrinkage result.

- Full compliance to legislative requirements.

- Conducting of disciplinary processes, by means of chairing or imitation.

- Ensure that all system related issues are resolved.

- Continuous interaction with co-workers and subordinates to ensure that deadlines and goals are achieved.

- Ensure that all customer expectations are met by means of achieving SLA requirements for both internal en external customers.

- Ensure that in depth investigations are conducted on all system and process issues highlighted.

- Ensure that suppliers are managed in accordance with the supplier induction rules set.

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Qualifications:

- Metric/Grade 12

- Relevant Tertiary qualification/diploma in Supply Chain. Experience:

- 3 years appropriate management experience within Supply Chain.

- Appropriate IR Management Experience

Functional

- Focus on the customer / member

- Manage execution & results

- Plan & pursue team-based

improvement

- Supervise associates

- Manage ethics & compliance

- Knowledge of organizational procedures and policies.

- WMS Knowledge

Behavioral

- Use appropriate judgment

- Increase commitment

- Quickly adapt

Application closing date: 10/02/2020

Contact person for further information about this vacancy/forwarding of application: Geraldine Van Heerden Please ensure that the following documents are included in your application:

CV Copy

Qualifications Copies

ID Copy

Current Payslip

Name: Geraldine Van Heerden

Fax:

e-mail: [email protected]

mailto:[email protected]

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Division/Company Massmart Logistics

Store format / Brand / Site HVDC

Department Operations

Location Gauteng

Position Export Admin Clerk

Massmart_ Massmart Logistics_ Operations_ GAU_ Export Admin Clerk

EE 27 HR 40 HR 120 HOUR PERM – FLEXI

x DISABILITY

Summary To ensure that all administrative Outbound Processes relating to Dispatching of Stock to areas outside of the country is implemented and followed accordingly, To ensure that all documentation for cross border is completed accordingly. To ensure full compliance to the laid down company policies and procedures related to export of stock to foreign stores. FUNCTIONS / RESPONSIBILITIES: People (Performance & Development)

- To set and maintain acceptable levels of performance within own area of responsibility.

- Continuously drives to develop skills and knowledge by taking ownership for own career development.

Culture & Innovation

To ensure that daily duties are executed according to the companies laid down Policies & Procedures and that all

general rules are in place and followed within own area of responsibility.

Finance

- To optimize service and to reduce cost by ensuring acceptable performance standards and to minimize damages and shrinkage.

- To ensure participation is the stock take preparation & execution

Task Execution

- Execute all Operational processes and procedures in regards to the exportation of stock.

- Constant interaction with the in country Logistics Managers and Clearing Agents to ensure alignment.

- Ensure that all loads are accompanied by relevant export documentation and that it is completed accordingly

- Investigate any rejections from Customs in regards to SAD 500 Submissions

- Ensure that the correct Port of Exit, office code, vessel, trailer and carrier type is noted

- Ensure that the status of consignments submitted for clearance is followed up.

- Ensure that all errors on the system is cleared

- Ensure that calls are logged in regards to incorrect commodity type set up’s on the system.

- Investigate any system mismatches that reflects an Error after loading

- Ensure that all consignments rejected by SARS that the relevant required supporting documentation is submitted timeously

- Ensure that all Pre Inspection requirements that the relevant Inspection Companies is informed in time of such inspections

- Ensure that the relevant fumigation certificates is obtained

- Ensure that all the required pre alerts is submitted timeously to the relevant clearing agent.

- Ensure that the Tracking Reports is updated in regards to shipments

- Acquire necessary permits and certificates is obtained for the required loads.

- Ensure that all special requirements in regards to Duty Draw Back, SADC, Hazardous, Inspections, DU Numbers that the relevant lead times are met in regards to the clearance process

- Ensure timeous return of export paperwork by stores in Africa and the transporter.

- Take ownership and accountability for tasks and activities and demonstrates effectiveness.

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- Physically identify non-stock items.

- Completes the Export Consignment Summary Sheet

- Ensure that Stop’s and Detains is executed according

- Ensure that Voucher of Correction’s is done as and when required

- Ensure that plug fitting requirements are met.

- Ensure that manual submission on all stationary and consumable items for export.

- Effectively manage and control Africa exports for Mass cash for all stores.

- Ensure stock integrity is maintained at acceptable levels.

- Mass cash TPI Rescreening, due diligence additional subcontractor screening and approvals.

- Ensure that all loads dispatched have been invoiced on Arch

- Submit finance reports and resolve all finance queries.

Qualifications:

- Metric/Grade 12

Experience:

- 2 years of appropriate Supply Chain Experience.

- Appropriate Export Experience within Supply Chain.

Functional

- Planning and organizing tasks, resources and activities

- Building trusting and collaborative relationship with all stakeholders ( Internally and externally)

- Influencing and communicate

- Manage execution & results

- Knowledge of organizational procedures and policies.

- WMS Knowledge

- MS Office Excel

Behavioral

- Increase commitment

- Open and honest communication

- Live the Massmart values

- Pursuing learning opportunities and self-development

- Time-Management

Application closing date: 10/02/2020

Contact person for further information about this vacancy/forwarding of application: Geraldine Van Heerden Please ensure that the following documents are included in your application:

CV Copy

Qualifications Copies

ID Copy

Current Payslip

Name: Geraldine Van Heerden

Fax:


mailto:[email protected]

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2. MASSMART

Division/Company Massmart

Store format / Brand / Site Head Office

Department Talent & Learning

Location Sunninghill

Position Talent Pool Manager X2

Massmart_ Head Office _ Talent & Learning _ Sunninghill _ Talent Pool Manager X2

EE 27 HR 40 HR PERM x DISABILITY

Summary To realize the recruitment intentions of Massmart by focusing on the development and execution of all aspects of attraction, selection and pipeline development. Establish and implement a best in class policy, practice and internal recruitment capability that is agile, competitive and customer-led. Operates across all levels in the organization, including Executive recruitment FUNCTIONS / RESPONSIBILITIES:

Business and People Strategy

Translate and implement talent acquisition objectives aligned to the overall Talent Strategy, including workforce planning and EE etc., and manage the customization for respective Talent Pool

Deliver innovation and cost effective recruitment strategies that position Massmart as an employer of choice

Implement governance structures underpinned by the TA Policy to provide adherence to fair procedures and service levels agreed with business

Support the TA Executive to develop and embed a differentiated, robust and consistent group-wide Massmart talent acquisition practice and experience that utilizes best-in-class approaches and embodies Massmart’s desired culture

Talent Acquisition Support and Management

Build recruitment capability to embed plans around attraction, identification and sourcing of candidates; maintain external pipeline of business-critical talent from early career to executive, and maintain a solid understanding of talent sourcing channels, best practices and processes

Ensure the implementation of a Massmart’s talent brand proposition and strategies to position Massmart as the employer of choice for internal and external top talent

Measure and track the implementation of a digital, efficient, rigorous end-to end acquisition cycle including standardized and streamlined advertising, screening, assessment and selection process while maintaining quality, professionalism and service delivery

Oversee implementation and the quality of the engagement experience in the offer process, including negotiation, final offer documentation aligned to Total Reward strategy

Gather and review relevant recruitment systems and people data on workforce planning, talent maps and gaps, attrition, exit interviews, HiPo movements etc. from per talent pool to identify gaps and opportunities as input into enhancing recruitment strategies and forecast hiring needs based on business growth plan

Creates and present reports & risk metrics aligned to productivity of the department/region, its strategic goals as well as the opportunity to improve decision making

Design and implement a relevant recruitment dashboard to track and measure key performance areas

Benchmarking latest recruitment trends, best practice, and developments against external parties, competitors, and recruitment providers

Workforce Planning

Partner with OE to understand and plan future projections of staffing needs per talent pool

Identify mission critical roles within the business and ensure appropriate strategies are in place for effective pipeline management and cover ratio (Build, Borrow, Bot, Buy)

Business Partnering & Collaboration

Build key business relationships and advise business areas on recruiting solutions, policies, and procedures

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Guide recruiters and hiring managers through transformational changes in recruiting processes and systems

Gather and incorporate information from business areas into recruiting strategy and initiatives

Identify and recommend strategic relationships to bolster the company’s recruiting strategy for talent pool

Support TA Executive to identify, source and manage vendor and third- party relationships (i.e. LinkedIn, PNet etc.)

Ensuring all service providers meet legal and business criteria, and deliver and have a valid service level agreement

People Leadership

Enable a culture of accountability, agility, collaboration and results orientation within and across teams and business

Ensure strategic alignment, ongoing communication and cascaded goals that are SMART

Conduct monthly 1:1 discussion, assist and guide TA team with regard to driving personal and professional high growth and performance

Support Talent Acquisition team with projects, work commitments and engagements with key stakeholders and assist with work as and when necessary

Report back to the team on legal forum and other noteworthy feedback

Identify training opportunities and instill a climate of self- and team learning

Self-Management

Promote and live the Massmart Values and Competencies

Professional conduct that is in line with Massmart’s Code of Ethics

Commit to driving a high performance and learning culture

Take ownership, initiative and accountability for work priorities and responsibilities

Ensure all work tasks and deadlines are executed timeously and above standard

Identify and apply sound, fact-based problem solving techniques and criteria in setting priorities and making ethical decision-making and recommendations

Consistently set challenging goals, upskill your knowledge/abilities/skillset, and seek out growth opportunities and exposure to accelerate your career development and self-awareness

Adapt and learn to changing and competing work demands and environments by remaining agile, innovative and resilient

Promote, engage and embrace the value of culture, diversity and inclusion in all work aspects of individuals, teams, business units and the organization

Promote and embraces a culture of recognition of others

Requirements: Minimum Academic, Professional Qualifications & Experience required for this position

Appropriate Human Resources/Industrial Psychology Degree (Post-graduate preferred)

Registered with the Health Professions Council of South Africa (HPCSA) advantageous

Minimum 4-6 years’ experience in Talent Acquisition/Recruiting area

Ability to build and manage a high performing team of specialists through sound leadership abilities

Working knowledge and experience with human resource information systems and recruiting techniques and tools (e.g. ATS, HR Databases)

Proficient in MS Office (i.e. Outlook, Excel, PowerPoint, Word)

Knowledge of IR, compliance and regulatory areas, particularly related to South African & African labour laws Competencies & Skills

Good people leadership skills

Strong collaboration skills

Ability to interact with and engender trust from line management

Ability to build, influence and manage a team of strong professionals

Adaptable

Project management

Ability to thrive under pressure and work independently

Strong customer centric focus

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Ability to identify key legal and regulatory issues and risks

Practical, Logical and Problem solver

Proficient business acumen

Excellent communication skills (both written and verbal)

Sound working knowledge of applicable legislative environment

Ability to exercise good judgment

Strategic thinker

Customer/Member centric

Ensure execution and achieve results

Think and Act strategically

Make Sound Judgments


Planning and Improvement


Influence and Communicate

Social Responsibility and Reputation

Assess and Improve Talent

Application closing date: 11 February 20201

Contact person for further information about this vacancy/forwarding of application:

Name: Praathna Maharaj

Fax:


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Position Talent Specialist: Recruiter X4

Massmart _ Head Office _ Talent & Learning _ Sunninghill _ Talent Specialist: Recruiter X4


Summary FUNCTIONS / RESPONSIBILITIES:


Translate and implement talent acquisition objectives aligned to the overall Talent Strategy, including workforce planning and EE etc., and build and customize for respective Talent Pool

Implement innovative and cost effective recruitment strategies that position Massmart as an employer of choice

Implement governance structures underpinned by the TA Policy to provide adherence to fair procedures and service levels agreed with business

Talent Acquisition Transformation & Business Partnering

Assist Talent Acquisition team in benchmarking the latest recruitment trends, best practice, and developments against external parties, competitors, and recruitment providers.

Enhance Massmart employer brand among external candidate pools.

Ensure sound relationships with internal and external stakeholders & ensure stakeholder commitment & perception of value of the talent activities.

Identifying process gaps and recommending, and where approved implementing solutions that increase process efficiencies across the recruiting organization.

Agile Recruitment

Supporting the integration and prioritization of timelines, adherence to laid down recruitment processes, governance and SLAs.

Proactively, timeously and efficiently conduct end-end recruitment, including sourcing, shortlisting, arranging interviews offer management where applicable, personal checks and verifications as well as unsuitable candidates as per regret letters.

Execute the process for the attraction, identification and sourcing of candidates, maintain external pipeline of business critical-talent, and alternate sourcing channels.

Prepare and execute recruitment advertising (internal vacancies, PNET, Career Junction, Massmart Vacancy Bulletin etc.).

Screen & Shortlist all applications and regret applicants who do not meet criteria, once advert has closed.

Shortlist of applicants successfully screened to be sent to line once advert has closed.

Perform external candidate recruitment once the internal recruitment process has been concluded and no suitable internal candidate has been identified.

Ensure thorough and accurate reference checks are conducted on all candidates.

Ensure interviews are conducted with all relevant stakeholders involved (i.e. People Partner, line manager, candidate, and recruiter where necessary).

Inform all relevant parties of all details of new associates, position, and start date if offer is accepted.

Manage Recruitment tracker and analytics; track and manage all vendor applications.

Monitor, track and continuously update databases and reporting.

Complete ad hoc administration and reporting through various platforms (i.e. Word, PPT, Excel dashboards, HR systems).

Assist in the delivery of the offer process, including negotiation, final offer documentation; effective, rigorous and streamlined screening, assessment and selection process; effective referral program.

Self-Management

Promote and live the Massmart Values and Competencies.

Professional conduct that is in line with Massmart’s Code of Ethics.

Commit to driving a high performance and learning culture.

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Take ownership, initiative and accountability for work priorities and responsibilities.

Ensure all work tasks and deadlines are executed timeously and above standard.

Identify and apply sound, fact-based problem solving techniques and criteria in setting priorities and making ethical decision-making and recommendations.

Consistently set challenging goals, upskill your knowledge/abilities/skillset, and seek out growth opportunities and exposure to accelerate your career development and self-awareness.

Adapt and learn to changing and competing work demands and environments by remaining agile, innovative and resilient.

Promote, engage and embrace the value of culture, diversity and inclusion in all work aspects of individuals, teams, business units and the organization.

Promote and embraces a culture of recognition of others.


Relevant Bachelor’s degree and minimum 3 years’ experience in Human resources

Registered with the Health Professions Council of South Africa (HPCSA) advantageous

Minimum 2-3 years’ experience in aggressive corporate recruitment, preferably in retail

Working knowledge and experience with human resource information systems and recruiting techniques and tools (e.g. ATS, HR

Databases)


Understanding and knowledge of SA legislation and respective HR policies, procedures and processes Competencies & Skills

Ability to Influence:

Self-starter, ability to develop initial hypotheses / solutions with limited certainty / input

Critical Thinking

Strong communication skills and ability to influence cross functionally by tailoring messaging for various audiences and stakeholders.

Adaptable

Analytical skills

Facilitation and Presentation skills/ability


Models and upholds integrity, ethics and compliance

Accuracy and ability to pay attention to detail

Time Management




Fax:


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Position Talent Specialist: Assessment X3

Massmart _ Head Office _ Talent & Learning _ Sunninghill _ Talent Specialist: Assessment X3


FUNCTIONS / RESPONSIBILITIES:

Talent Assessment Support and Enablement

Ensures adherence to the code of professional ethics of the HPCSA and the Professional Board of Psychology by conducting psychological practice and research in accordance with the set guidelines.

Keep abreast of research trends, legislations and implement best practices to optimize practice and functional delivery. Further assist in contributing to the competitive edge through external networking and benchmarking in industry and national forums.

Support the T&L Assessment Manager in the operational running of the organization’s Assessment Centre to enable a professional and efficient practice

Support T&L Assessment Manager with all Talent Management Activities.

Assist with sourcing and developing cost-effective, on-line and valid assessment instruments, through various suppliers.

Training, coaching and guiding stakeholders around the ethical and optimal use of occupational assessments.

Support sound relationships with internal and external stakeholders and ensure stakeholder commitment & perception of value of the talent activities.

Assessments Administration & Data Analytics

Placing the candidate at the heart of the assessment design to ensure fairness.

Adhere to business and service provider SLA’s

Provide swift response and resolution to psychometrics queries

Analyzing job competencies and determining appropriate assessment batteries.

Organize, schedule and briefing candidates on assessments, providing candidates with a comprehensive understanding of the assessment process.

Administer and monitor assessment process end-end

Record/retrieve data to be used in evaluation of assessment.

Design, track and manage the assessment tracker and analytics, ensuring tracking and scoring of raw results onto the assessments tracker is timeous and effective, while ensuring data integrity and confidentiality is maintained at all times

Implement, generate and maintain automated records and files.

Capture and track all assessment spend and savings

Capture, process and monitor all vendor applications and contracts

Ensure general office administration, such as filing of reports, managing records and databases, ordering assessment tools, processing invoices.

Feedback and Interpretation of Assessment Results

Analyze results of assessments and make informed and carefully considered recommendations based on the analysis.

Writing integrated psychometric reports.

Providing comprehensive feedback and authoritative expertise to line management on the candidates’ psychometric results.

Create and present reports & risk metrics aligned to productivity of the department, its strategic goals as well as the opportunity to improve decision making.

Create reports for functions and business to gain an understanding of their requirements and develop trends and themes. Provide assessment intelligence through talent analytics.

Mitigate risks in area of accountability, and ensure clean Audit, Risk and Compliance reports.

Learn, understand, apply, and communicate applicable laws, rules, regulations, procedures, and policies.

Storing and Safe Keeping of Results

Ensuring the ethical use of psychometric tests including test security, confidentiality and informed consent.

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Ensure full responsibility for all matters pertaining to psychometric assessments as the champion of the Psychometric function.

Ensuring that access to psychometric tests and reports is highly regulated and limited to authorized individuals.

Self-Management












Postgraduate degree in Industrial & Organizational Psychology with minimum 2-3 years’ experience in Human Resources/Assessment Centre or related field

Registration with Health Professional Council of South Africa as Psychometrist, Psychologist registration is advantageous

Proven experience in working in an Assessment Center and Report Writing (within the retail industry preferred)

Strong ethical integrity and compliance

Advanced in MS Excel and Proficient in MS Office (i.e. Outlook, PowerPoint, Word)

Understanding and knowledge of SA legislation, HPCSA regulations and respective HR policies, procedures and processes Competencies & Skills

Strong ethical integrity and compliance, especially when dealing with highly confidential information/data

Adaptable

Analytical skills

Facilitation and Presentation

Ability to Influence

Comfort with ambiguity: Self-starter, ability to develop initial hypotheses / solutions with limited certainty / input

Critical Thinking

Strong communication skills and ability to influence cross functionally by tailoring messaging for various audiences and stakeholders.

Excel at articulating relevant arguments, concisely and grounded in fact

Ability to interact with a wide variety of stakeholders at all levels / functions of the organization and across diverse cultures

Collaboration and flexibility:

Spirit of perseverance, desire to achieve, standard of excellence skills/ability




Time Management




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Fax:


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Position E Learning Course Designer

Massmart _ Head Office _ Talent & Learning _ Sunninghill _ E Learning Course Designer


Summary This position is accountable for creating content (design, develop, maintain) for the learning and development team. FUNCTIONS / RESPONSIBILITIES:

Content Course Creation, Design and Development

Aligning content with Learning and business strategies, goals and initiatives; maintaining consistency through quality control measures; ensuring learning content is relevant for intended audience; and facilitating recruiting curriculum and ad-hoc training requests for intended associates.

Adapting content to changing learner needs, adult learning techniques, and blended delivery methods (e.g. virtual classroom, webinar, instructor-led).

Collaborating with and influencing subject matter experts (e.g. People Partners; Talent Acquisition Senior Managers etc.).

Research, design and develop training material and assessment tools for the Group to deliver quality training initiatives where existing material is not available.

Benchmark the company’s training material where possible, against other training material across the industry.

Assist Learning, Behavioral & E-Learning Senior Manager in engaging with line managers and People Partners to assist in designing and reviewing training material to ensure the material meets the business needs.

Ensure content and tools are developed by conducting research on learner needs, learning environment, and knowledge gaps; auditing existing training materials.

Evaluate existing internal and external course material to ensure alignment with business requirements and revise when required.

Align training material to (unit standards) learning programmes for accreditation and approval by the relevant authorities (e.g. SETA); ensure all material is in line with set consistent standards.

Pilot new training material before official introduction into the business.

Training & Development Delivery & Transformation

Drive the implementation of training interventions that enable L&D to fulfill the associate development initiatives as required to meet Massmart’s strategic objectives.

Maintain the department’s standing in the business as subject matter expert by remaining abreast of all changes, revisions and best practice operations within area of expertise.

Promote, communicate and monitor the skills matrix in the organization by tracking the progress of associate training against the identified mandatory, functional and developmental courses per job.

Measures training effectiveness by creating assessments to determine participant reaction, knowledge, and behavior, as well business impact.

Implementing assessments; reviewing and interpreting participant feedback and assessment results.

Understanding gaps in content and learning material, and recommending and implementing adjustments to training content.

Providing feedback for process improvements and program enhancements.

Make recommendations and implement solutions to improve learning and development in the organization.

Ensure high standard application of L&D solutions by evaluating the quality of training material in the business.

Audit the learning and development training completed against the skills matrix and training targets by performing performance consulting audits in stores.

Apply the Quality Management System (QMS) as per the organization’s guides and standards.

Provide support on the Learning Management System as required.

Act as training facilitator when required.

Administration & Reports

Maintain an accurate administration process by ensuring all training material is filed and recorded as per the set standard.

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Resolve queries relating to training & training material effectively.

Perform assessment and moderation of relevant programs.

Assist with the preparation and consolidation of the Workplace Skills Plan (WSP), sustainability and BBBEE reports.

Assist with the implementation of the Skills Development Plans (WSP) in the organization.

Prepare monthly reports; maintain deadlines.

Extract training information and statistics from the L&D system and convert into the required formats for the training reports and board packs when necessary (i.e PowerPoint, Dashboards, Word docs).

Write formal reports and give continuous feedback to the Learning, Behaviorual & E-Learning Senior Manager.

Make recommendations to your direct report/line manager.

Assist in sourcing external training material.

Self-Management











Relevant Bachelor’s degree and minimum 3 years’ experience in

Human Resources Management

Certificate in Curriculum Design & development

5 years in course design & development within a significant entity

Excellent computer literacy in MS Word, MS Outlook, Power Point.

Hands-on experience with Content Management Systems (e.g.WordPress etc.) Competencies & Skills

Ability to Influence

Ability to lead,

Assessor /Moderator.

Adaptable

Analytical skills



Critical Thinking

Strong communication skills and ability to influence



Time Management.




Fax:


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Department Shared Services


Position Analyst

Massmart _ Head Office _ Shared Services_ Sunninghill _ Analyst


Summary: This position is accountable for ensuring data integrity is up to standard, accurate and up-to-date throughout systems by providing business intelligence and validating reports with the People team. FUNCTIONS / RESPONSIBILITIES: Superior Service Delivery

Responsible for day-to-day operational delivery for key People processes and applications, spanning across Recruiting, Associate/Manager self-service, Time & Attendance, Payroll, Talent & Learning, Benefits, and Compensation, People Portal, and People Case Management etc.

Provide prompt, courteous and accurate associate support as a primary point of contact for general People queries.

Leverages procedures, policy information, knowledgebase and other reference materials to assist in answering manager inquiries.

Escalates case/inquiry to Tier 2, Payroll, Systems and other areas of People if manager requests more in-depth support in executing a process.

Review processes within the People/Payroll environments and recommend efficiencies to serve the needs of the business more effectively.

Assist in the project and change management of the implementation of new People systems and processes. o Systems super users and knowledge transfer experts

Data Integrity Management

Complete system transactions to include entering data changes to associate demographics, business unit, salary level, incentives eligibility, benefits, job code and positions, reporting relationships, and various other fields as required for the Group.

Validate and ensure the accuracy of the system data and collaborate with the Group to resolve any discrepancies.

Manage and develop process and policy changes to support data integrity initiatives; manage data integrity projects and provide technical support to enable these initiatives.

Ensure that POPI requirements are implemented and managed effectively through People information.

Adhere to policies, procedures and deadlines; confidentiality maintained at all times, safeguarding of information, ensuring security systems are in place to ensure limited access to information, including security setup of People systems.

Conduct quarterly audits on security access and legislative requirements Data Analytics, Reporting & Transformation

Develop and implement standard reports and reporting processes to align with key business and statutory reporting requirements.

Implement and propose People metrics to assist in sound business decisions and planning.

Collate data from various systems to create integrated views, provide analysis and expert opinion that can be used to determine business decisions/strategy & influence.

Work with business owners to identify informational needs & develop reporting.

Update organizational structure of business units on systems to ensure accurate alignment of information.

Carry out scenario planning & completion of what if scenarios for risk mitigation, expense management & efficiency.

Extract reports to monitor effectiveness of process and/or data changes.

Ensure reports are run and distributed within the specified time frames; ensure processes are followed to include reporting of data changes within agreed time lines.

Manage the data and communication process to lead up to the annual Engagement survey and results, including other Group surveys and activities.

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Provide ad hoc reporting support as requested.

Ensure organizational policies are recorded and version controlled to facilitate updates to existing policies; review policies from time to time to ensure alignment with changes to legislation.

Raise concerns with any master data on People related Systems (VIP, SAP etc.) by doing monthly audits.

Track People related Systems (VIP, SAP etc.) usage.

Updates to master data when required. Communications and Change Management

Provide support for the timely distribution of various mass communications to associates, People teams, business partners, and other recipients as required.

Support the change management activities of the shared services in the Group.

Ensure process changes are communicated, implemented and that data changes are managed within stipulated timelines.

Establish a communication schedule to update stakeholders including appropriate staff in the organization on the progress of the project.

Provide training/conduct information sessions where necessary to facilitate changes to policies/processes/procedures. Self-Management












Undergraduate degree in Human Resources, Computer Science, Financial/Information Management or related field (post graduate degree advantageous)

Minimum 5 years relevant People/HR Analyst experience

Must have excellent analytical skills and strong problem-solving skills

Broad business understanding of People and Payroll

Project management and communication skills

Advanced Excel skills and proficient in MS Office Suite (i.e. Outlook, PowerPoint, Word) or related software

SAP Model Company and SAGE VIP 300 experience

Visio experience an advantage

Proficient with or the ability to quickly learn the organizations HRIS, payroll, and similar employee management software

Understanding and knowledge of respective HR policies, procedures and processes Competencies & Skills

Highly analytical and excellent knowledge of data management and People systems

High level of accuracy and attention to detail, with the ability to demonstrate professional judgment

Ability to Influence: Ability to lead, sometime without direct authority, but rather an earned currency which comes about through business savvy, servant leadership ,and value creation

Comfort with ambiguity: Self-starter , ability to develop initial hypotheses / solutions with limited certainty / input

Critical Thinking with bias for Action: Ability to recognize and assess challenges and opportunities quickly and transition to action in short order

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Strong communication skills and ability to influence cross functionally by tailoring messaging for various audiences and stakeholders. Excel at articulating relevant arguments, concisely and grounded in fact

Emotional intelligence: Ability to interact with a wide variety of stakeholders at all levels / functions of the organization and across diverse cultures

Collaboration and flexibility: Desire to work in an agile team and deliver "Executive ready" outputs under - sometimes - very tight deadlines

Grit: Spirit of perseverance, desire to achieve, standard of excellence

Adaptable



Time Management





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Department Employee Relations


Position Case Management Officer

Massmart _ Head Office _ Employee Relations _ Sunninghill _ Case Management Officer


Summary: To manage communication, administration and reporting of employment litigation matters. Collate and maintain ER statistical data integrity. To manage the relationship between the ER team and external legal forums. FUNCTIONS / RESPONSIBILITIES: CCMA Management

Ensure effective management of the CCMA diary, database and Employee Relations mailbox.

Assess CCMA referrals for appropriate action to be taken.

Communicate with the CCMA where necessary.

Ensure CCMA matters are brought to the attention of the relevant ER teams and or parties to ensure attendance.

Conduct weekly follow ups with the CCMA for set down dates & Arbitration awards

Serve and file CCMA documents Labour Court Management

Ensure effective management of the Labour Court database and regularly update on status of matters in conjunction with external counsel

Ensure that all the pleadings are adhered to & the timelines are met in terms of the court rules.

Ensure that the ER team submit pleadings & other relevant documents timeously.

Co‐ordinate a review in conjunction with the ER team

Liaise with external counsel where necessary Assistance to the Employee Relations Team

Assist the VP with general administrative functions – including PO process

Communicate with business partners on behalf of the ER Team

Conduct legal research

Adhoc appearances at CCMA

Assist with Union Engagement and Communication

Manage legal reports and case management registers Financial processes

Ensure all service provider SLAS are filed and updated as per compliance requirements.

Monitor and manage all legal fees with external parties –

Assist with financial processes in respect of ER Legal expenses (raise orders, obtain approvals, process invoices etc.) ensure invoices are reviewed and provided to appropriate senior ER Team member for approval and signature

Insurance Processes

Ensure all litigious matters are timeously reported to the Insurer and the appropriate cover is in place.

Communicate with the Insurer on all Employment Practice Litigation matters.

Process and monitor recovery of insurance claims ER Statistics

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Obtain data and compile reports to the ER team on disciplinary trends within the Group.

Report on ER cases and litigation for board reports.

Work with stakeholders to ensure efficient and accurate reporting standards Assistance with ER Budget

Assist the VP in compiling the annual cost centre budget

Monitor monthly expenditure


Paralegal Degree / Legal Diploma

2 to 3 years in Statistics or Administration role

Competencies & Skills

Attention to detail

Orderly and concise ways of working

Ability to adhere to strict deadlines

Make informed choices

Communicate and promote commitment

Provide information and feedback

Ensure compliance with business requirements and ethical standards




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Department Employee Relations


Position ER Specialist –Retail Wholesale X2

Massmart _ Head Office _ Employee Relations _ Sunninghill _ ER Specialist –Retail Wholesale X2


Summary To support the Senior Employee Relations Manager Retail / Wholesale by providing integrated employment and/or labour solutions and services as a business partner to the Massmart Retail/Wholesale Division; provides specialist ER advice and support to business partners, assists in the management of discipline, incapacity and/or grievance processes. Assist with representation of Division at external employment tribunals including the CCMA. Assist Senior ER Manager with implementation of ER / Labour law training across Division and assists with the maintenance of Trade Union relationships. FUNCTIONS / RESPONSIBILITIES: Effectively advise the business in ER matters

Advice and support business where required on ER / Labour matters

Advise investigators on issues of misconduct where required

Review & confirm allegations presented by the investigator

Assist the Chairperson with advice on issues arising from disciplinary enquiries especially on outcomes & sanctions to be issued

Effectively apply the principles of Labour Law to give effect to issues that relate to the employment relationships & arrive at the appropriate result

Assist with the drafting of opinions

Drafting / amending of policies and procedures to ensure appropriate consultation with relevant stakeholders, best practice, fairness and alignment with legislation and existing agreements

Train management and stakeholders on latest labour relations developments and legislative changes.

Follow up to ensure correct implementation after training and provide additional advice and coaching

Provide necessary support to ER Senior Manager and/or Senior ER Specialist in execution / implementation of ER related matters

Pro‐actively monitor labour environments to mitigate risk Effectively represent the company at CCMA

Effectively manage disputes and where necessary and represent the Division in respect to disputes in the CCMA referred with a win lose ratio of 90%

Support Senior ER Specialist with litigation matters

Ensuring that all the evidence is correctly prepared and accurately presented and where necessary request ER Senior Specialist to provide guidance

Check and prepare all documentation required in cases of litigation, ensuring accuracy and that everything required is present and correct

Prepare any witnesses who need to testify in litigation and ensuring that all their evidence is ready for presentation – support Senior ER Specialist and Senior ER Manager where required

Stakeholder Communication

Effectively communicate with all stakeholders both verbally and in writing

Provide efficient advice and support verbally and/or in writing

Attend monthly formal meetings with People business partners & the Regional Operations Manager to provide clarity, guidance, resolve uncertainty & build relationships

Ensure monthly store visits & compliance in respect to ER legal matters

Document & diarise all matters & queries being attended to and ensure case manager apprised of all matter

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Teamwork and Self‐Management

Follow through to ensure that personal quality and productivity standards are consistently and accurately maintained

Demonstrate consistent application of group and company procedures and policies

Plan and prioritize, demonstrating abilities to manage competing demands

Demonstrate abilities to anticipate and manage change Manage legal cases

Ensure effective management and representation of ER cases by executing appropriate research & drafting of the following: o Applications, o Pleadings, o Heads of argument, o Preliminary arguments, o Oppositions, o Opinions; o correspondence

Assist Senior ER Specialist or external counsel with litigation matters and collating of evidence and Documents Effectively manage own workload & follow up on outstanding matters

Submit monthly progress report to ER Senior Manager and case manager to update and/or finalise matters on case management register

Research: gather information, stay abreast of and report on developments, trends and issues in labour Relations

Keep abreast of latest labour relations trends, jurisprudence and best practice through establishing effective networking relationships, research, reading appropriate journals and publications, consultation of appropriate websites and attending regular training courses in labour relations

Ensure an electronic library of jurisprudence related to labour relations. Consult and share this Information, as needed, to assist with ensuring sound business and labour relations within the

company

Analyse and report to the Senior ER manager / Senior ER Specialist on new developments, trends and issues in labour relations that are likely to influence relationships and/ or operations within

Retail\Wholesale


LLB degree, preferably post graduate; Certification in Labour Law; HR related

3‐5 years’ experience in industrial relations management in a highly unionized environment

CCMA experience minimum of 3 years

HR related experience preferable Competencies & Skills

Relevant legislation and case law

Knowledge of Employee Relations principles and methodologies

CCMA rules and procedures

Knowledge of the following acts: LRA, BCEA, EE

General business management experience

Basic financial knowledge

General HR knowledge

MS Office proficiency policies

In ‐depth knowledge of policies, practices, processes and systems

Broad‐based understanding of the business operating model

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Express and implied ethical responsibilities

In‐depth knowledge of union agreements

The position requires trust and honesty and that entails the handling of cash and/or finances, which includes but is not limited to, the handling, administering, processing and distribution of the Company’s monetary resources such as its stock in trade or merchandise.

Evaluating problems

Investigate Issues

Creating innovation

Building Relationships

Communicating Information

Providing Leadership

Showing Resilience

Adjusting to change

Giving Support

Processing Details

Structuring Tasks

Driving success




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Department Organizational Effectiveness


Position Associate Experience Administrator

Massmart _ Head Office _ Organizational Effectiveness _ Sunninghill _ Associate Experience Administrator


Summary: This position is accountable for providing administrative support to the Associate Experience & Culture team, including but not limited to reporting, data analysis and diary management. FUNCTIONS / RESPONSIBILITIES: Engagement & Culture Administration

Support the Associate Experience and Engagement Team in the ensuring all administration, documentation and data is aligned to team deliverables and strategic objectives.

Creates engaging and impactful video and PowerPoint presentations to enhance and carry out the Associate Engagement and Experience message/initiative.

Coordinates and maintains group well-being programs.

Assisting team with facilitation delivery and administration thereof.

Assists in defining new process improvement opportunities.

Develop, evaluate and implement new processes and communication channels to ensure associates are informed of company initiatives, programs, and announcements.

Assist with conducting associate engagement surveys, including communication planning, dissemination of surveys and follow up of results, ensuring communications in relation to the survey are timely, informative and affirmative.

Assist in researching, developing, implementing, maintaining and analysing data from surveys and other group initiatives to provide evidence-based information and recommendations to guide continual improvement and increase associate engagement, satisfaction and retention and support the cross functional areas of People and Safety.

Prepare messaging and other communication efforts to reach multi-generations, diverse associates and various levels of education while ensuring that the positioning, messaging and branding leverages associates as brand advocates internally and externally.

Plan, promote and oversee logistics for internal events (i.e. associate celebrations, team building events, etc.).

Managing all people experience administration related questions and concerns.

Assisting with the update and development of key Engagement and Culture/People policies and procedures General Administration

Ensure all administration transactions are conducted accurately by implementing and maintaining HR systems effectively such that effective processing of invoices and similar activities are done timeously.

Maintain high levels of accuracy in terms of data entry, filing & recording documents.

Ensure proper scanning; filing system and office keeping.

Manage phone calls, emails and correspondence in a courteous and timely fashion while responding to queries and escalating to the Associate Experience and Culture Executive where necessary.

Ensure effective diary management and arranging appointments, booking meeting rooms and conference facilities, recording meetings where this is required.

Analysis & Reporting

Create and update databases (e.g. recording figures, stationary costing etc.) and ensure records are accurately captured and reported on the necessary systems (e.g. Excel, Word, VIP etc.).

Assist in the identification and creation of reports and metrics to define and measure program success including a wide range of factors (for example, impact to the business, associate attitudes).

Able to make use of software such as Microsoft Office (PowerPoint; Excel- pivots, V-look up, etc.) to present valuable data and share it in an engaging manner, as and when required, to relevant stakeholders.

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Sourcing valuable data by conducting research through surveys, associate interviews, and reviewing processes, budgets, and other information while also assisting with collecting data from business partners across the organization.

Prepare, analyse, and summarize various weekly, monthly, and periodic operational results for use by various key stakeholders, creating reports, specifications, instructions, and flowcharts.

Self-Management












Bachelor’s degree in HR

4 – 6 years’ working experience in the management of pay and benefits

Excel Skills

GRP would be advantageous Competencies & Skills

Analytical abilities and knowledge of HR systems


Strong planning, prioritization and organization skills

Communication skills and ability by tailoring messaging for various audiences and stakeholders.

Emotional intelligence: Ability to interact with a wide variety of stakeholders at all levels /functions of the organization and across diverse cultures


Grit: Spirit of perseverance, desire to achieve, standard of Excellence

Adaptable

Interpersonal skills

Multi-tasking

Query handling




Time Management

Team Player




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Position Change Management Administrator

Massmart _ Head Office _ Organizational Effectiveness _ Sunninghill _ Change Management Administrator


Summary: This position is accountable for ensuring that all facets of Change Management administration and information are effectively managed and all timelines and SLA’s are adhered to. FUNCTIONS / RESPONSIBILITIES: Change Management Enablement

Support and maintain close communication with Change Management team of project information, updates and changes to align project administration.

Stay up to date on industry trends, best practice and market developments in Organisational Development and Change Management.

Assist the Change Management team with all project plans and documentation, while maintaining Confidentiality and data integrity.

Assist the Change Management team with all facilitation and pre- and post-administration thereof to Efficiently execute the change initiative deliverables.

Alongside the Change Management team participate in business process and people change engagements.

Project Administration, Data Analytics & Reporting

Make use of HR analytics and metrics systems and tools to produce valuable Change Management Reporting.

Suggest, and as approved, implement, metrics and systems/tools that increases the efficiency and Effectiveness of the Change Management team.

Use People analytics and reports to assist with diagnosing and improving or monitoring key Change Management measures.

Assist in designing and reporting on Change Management reports that add value to the business.

Extract relevant reports, collate data and translate the information into simplified viewable reports (i.e. Word docs, PowerPoint, Excel dashboards)

Keep up to date, track, monitor and report data, information and administration.

Ensure and maintain timeous and accurate reporting, administration and data analysis.

Assist Change Management team in conducting engagement and readiness assessments General Administration

Maintain high levels of accuracy in terms of filing, scanning, recording documents & office keeping.

Respond to general queries and escalate to your direct report where necessary.

Ensure the safe keeping of confidential information and accuracy in tracking information.

Manage the end-to-end coordination of calendar activities and booking the necessary appointments in dairies; taking minutes when required.

Complete ad hoc administration for Change Management team.

Implement and maintain systems to ensure that administration is effectively implemented.

Ensure all transactions are conducted timeously and accurately such as the processing of invoices and similar activities. Communication & Engagement Administration

Support the execution of the communication strategy in partnership with the Change Management team.

Track and monitor all change communications and escalate any gaps/foreseeable issues to Change Management team.

Conduct research on change engagement best practices and trends.

Assist in the administration of content production for change communications channels.

Assist in the administration of executing and promoting OE project initiatives to increase associate participation, buy-in and adoption.

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Self- Management







Consistently set challenging goals, upskill your knowledge/abilities/skillset, and seek out growth, Opportunities and exposure to accelerate your career development and self-awareness.

Adapt and learn to changing and competing work demands and environments by remaining agile, Innovative and resilient.




Bachelor’s degree

Change management certification or designation desired

2 – 4 years’ experience in HR/ Industrial Psychology/ Change Management

Exposure to unionized Environment is essential

Knowledge and implementation of all employment legislation

Digital Change Management exposure advantageous Competencies & Skills

Analytical abilities and knowledge of HR systems



Communication skills and ability by tailoring messaging for various audiences and stakeholders.


Collaboration and flexibility:

Desire to work in an agile team and deliver "Executive ready" outputs under - sometimes - very tight deadlines


Adaptable


Multi-tasking

Query handling




Time Management

Team player




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Store format / Brand / Site Head Office (Game)

Department Retail/Wholesale/Corporate: People Function


Position Regional People Partner

Massmart _ Head Office _ Retail/Wholesale/Corporate: People Function _ Sunninghill _ Regional People Partner


Summary The purpose of this role is to partner with the Store Operations/Logistics Managers to ensure the successful delivery of Operations/Logistics strategy through positioning People as the key enabler. This role provides guidance within the Store Operations/Logistics environment, and ensures consistent implementation of the people strategy, operating model and best practice people processes. Supports the development of a high-performance culture that emphasizes service to the customer, empowered accountability, collaboration, innovation and operational excellence FUNCTIONS / RESPONSIBILITIES:


Implement the annual People operating plan for respective regions across Store Operations/Logistics on the stated purpose and direction of the respective business and Divisional HR strategy

Ensure that people strategy, policies, practices, processes and controls are translated, communicated and embedded across all levels in and regions of Store Operations/Logistics

Work with the Regional Manager to identify key trends, shifts or issues relating to people that impact on strategy delivery and ensure that an effective people plan is in place to address these issues.

Ensure effective integration to facilitate seamless people service delivery and cascade this service delivery model across regions of Store Operations/Logistics

Position leaders for successful execution of People initiatives

Mentor and coach leaders on key people management principles and processes

Partner with leaders to influence progressive people leadership within their span of control

Facilitate optimal functioning of Leadership teams and team health to support effective people leadership

Coach leadership teams to develop required leadership competencies

Play a people leadership and governance role for regions within Store Operations/Logistics with regard to organisational diagnosis and design

Provide support to leaders on people and organisational development issues and support the seamless resolution of conflict

Deliver successful implementation of people initiatives through well-coordinated change efforts

Ensure that people issues are given full consideration in all decision making

Business Partnering and Collaboration

Actively build relationships and networks with leaders (including internal and external stakeholders) to gain a commercial understanding as well as insights on operational impacts and proactively provide solutions to address regional business needs relating to people

Contribute constructively in leadership discussions, providing input from a position of knowledge of the business

Leverage expertise, advise and people solutions from CoE’s

Support knowledge sharing among People fraternity - sharing new thinking and strategic business planning.

Drive optimal service delivery by ensuring collaborative relationships between various functional areas within regional Store Operations/Logistics and People function

Implement best practice and direction to regions to manifest the Associate Value Proposition and Customer Value Proposition.

Build Credibility and enable success of People function

Drive the regional Store Operations/DC culture through identified commitments (Leadership Philosophy, BUA, IDPS etc.) and creating consistent positive associate experiences throughout the associate life cycle

Influence line managers to support Employment Equity initiatives and compliance in the business.

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Support Senior Manager with monitoring of EE Committee to ensure functionality; participation and compliance.

Translate policies, procedures and standards from CoE and implement and maintain across the respective regions

Build line manager capability to own and lead the talent agenda on how to attract, nurture, develop and retain talent.

Implement fair and consistent practice of recruitment, aligned to effecting the Employment Equity agenda.

Ensure an effective induction process is implemented for new recruits aligned to CoE

Ensure integrated performance management of stores/dcs and alignment of KRA’s with Business strategy in consultation with relevant regional management

Support leadership in driving engagement to improve productivity measures (setting performance targets, communicating KRA’s, appraisals, recognition, IDPs, incentive parameters etc.).

Build line capability on how to conduct performance discussions and reviews as well as understanding the all steps in the Performance Improvement process (PIP).

Align and implement necessary learning and development initiatives to business strategy in order to drive operational efficiencies, performance and development

Develop and implement Development plan for regions. Monitor, assess, and report on these programs.

Coordinate and identify coaching and mentoring opportunities for critical roles

Understand and collate regional Store Operations/Logistics talent management requirements

Identify, align (with line) and implement practical talent and succession management solutions

Advising, guiding, coaching and influencing line and People Partners to ensure appropriate application of relevant remuneration/reward, recognition and benefits offerings.

Understanding and communicating annual increase per collective agreements and mandates in order to ensure appropriate application and communication thereof.

Support associate wellness initiatives and health and safety practices/legislation and ensure consistency in approach across regions

Associate / Employee Relations

Management on appropriate industrial relations matters (i.e. associate grievances, disciplines and hearings)

Providing expert advice on regulatory and legislative requirements to enable legal compliance by Store Operations/Logistics regions

Represent Regions and the broader People agenda at CCMA and or other Dispute Resolution bodies

Mitigate risk and drive a culture focused on compliance and adherence to legal framework as well as create environments conducive to harmonious industrial relations.

Monitor and evaluate processes to ensure procedural and substantive fairness.

Act as a thinking partner and change leader regarding transformation and people issues

Resolve inter-departmental issues seamlessly

Maintain ongoing and open channels of communication with all business partners

Building and maintaining of healthy and effective relationships with the workforce and Union.

Implement the Massmart Way to ensure a robust change champion network is in place.

Ensure good relationships, positive feedback and morale in departments / stores / DCS

Oversee change management with key business roll-out including BUA survey implementation and review results to ascertain general feeling among associates and trends; define action plans and ensure implementation thereof

Ensure communication of the BUA results and action plans are implemented.

Administration, Project Management & Reporting

Ensure compliance to all people process SLA’s

Ensure quality and timeous project implementation supported by visible change management

Support in the collation and co-ordination the monthly reports and project tracking.

Effectively and timeously analyze, interpret and report on necessary HR data and information.

Ensure data integrity of people data within the business.

People Leadership (where applicable)


Ensure that the team structure is manned by motivated & empowered associates lead by sound performance management and transformational leadership practice

Ensure strategic alignment and ongoing two-way communication

Conduct monthly 1:1 discussion, assist and guide team with regard to driving personal and professional growth and high performance

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Support team with projects, work commitments and engagements with key stakeholders and assist with work as and when necessary



Self-Management












Relevant tertiary education in HR related/ industrial psychology (preferably a Post graduate degree).

4-6 years HR generalist experience;

Min 2-3 years’ experience in managing a team and building strategic HR capability, preferably in retail/FMCG industry

Exposure to a unionized environment is essential

Experience in leading S189 consultation process is advantageous

Proven track record of Organizational Development experience and ability to engage with leaders

Experience in engaging and facilitating group sessions and driving change across the business

Understanding and knowledge of SA legislation (i.e. COIDA, BCEA, Sectorial Determination Act, LRA, EEA, Skills Dev. Act, UIF)







Adaptable

Project management


Strong Customer/Member centric focus






Strategic thinker


Ensure planning and improvement

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Customer/Member Centered

Execution and Results



Inspire Commitment

Talent: Assess and Improve Talent



Name: Thato Xaba

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Store format / Brand / Site Head Office (Builders)



Position Regional People Partner X3

Massmart _ Head Office _ Retail/Wholesale/Corporate: People Function _ Sunninghill _ Regional People Partner X3


























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35





Self-Management


























Adaptable

Project management








Strategic thinker

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Inspire Commitment




Name: Thato Xaba

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Store format / Brand / Site Head Office (Cambridge)



Position Regional People Partner X2

Massmart _ Head Office _ Retail/Wholesale/Corporate: People Function _ Sunninghill _ Regional People Partner X2


























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Self-Management


























Adaptable

Project management








Strategic thinker

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Inspire Commitment




Name: Thato Xaba

Fax:


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Store format / Brand / Site Head Office ( Builders)

Department People Function


Position People Partner Operations X 2

Massmart _ Head Office _ People Function _ Sunninghill _ People Partner Operations X2


Summary The purpose of this role is to partner with Store line managers and associates to ensure the successful delivery of operations strategies through positioning People as the key enabler. This role provides guidance within the store environment, and ensures consistent implementation of the people strategy, operating model and best practice people processes. Supports the development of a high-performance culture that emphasizes service to the customer, empowered accountability, collaboration, innovation and operational excellence FUNCTIONS / RESPONSIBILITIES:

Business & People Strategy

Implement the annual People operating plan in stores on the stated purpose and direction of the respective business and Divisional HR strategy

Ensure that people strategy, policies, practices, processes and controls are translated, communicated and embedded across all levels/departments in store environment

Work with Managers to identify key trends, shifts or issues relating to people that impact on strategy delivery and ensure that an effective people plan is in place to address these issues.

Ensure effective integration to facilitate seamless people service delivery and cascade this service delivery model across the Store Operations

Line Management Performance Coaching

Mentor and coach store line and associates on key people management process.

Identify existing or potential problem areas and advise line management on how they can use HR processes to make improvements

Coach management around the principles and importance of Interaction Management (IM) and encourage effective implementation of IM principles.

Provide guidance to line management with regard to disciplinary issues to ensure that all associate relations matters are effectively dealt with and that confidentiality is maintained at all times.

Provide support to line management on people and organizational development issues.

Drive line management completion of mandatory management training and to develop required leadership competencies.

Maintain targeted line management service satisfaction ratings (climate surveys)

Talent Acquisition

Guiding Talent Acquisition through transformational changes in recruiting processes and human resources systems.

Monitors the effectiveness of recruitment programs by analyzing and communicating hiring results (for example, demographics, diversity, retention); collecting feedback and implementing initiatives to improve program effectiveness; analyzing client and candidate satisfaction rates.

Incorporating information into business unit recruiting initiatives to source talent (for example, diversity, recruiting, third-party relationships, and employment branding efforts).

Gathering information on workforce plan, talent gaps, potential attrition, and high potential talent from business units’ leaders.

Ensure effective recruitment and interviewing of associates, including effective processing of pre- and post-employment administration.

Communicating expectations, feedback, and status information to candidates, customers, hiring managers, cross-functional partners, and other stakeholders throughout the selection process.

Providing selection recommendation for functional areas and business unit positions.

Managing the offer process, including negotiating and communicating offer information, compensation, and benefits.

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Ensuring effective onboarding of new associates.

Conduct exit interviews timeously and monitor effectiveness of termination process (resigning and retiring associates).

Monitor and track the renewal of fixed term contracts ensuring that management do not continuously extend contracts and that associates are terminated timeously with payroll.

Talent Management

Implement a talent strategy for the store, in partnership T&L: CoE by building a talent pipeline to ensure sufficient talent for now and in future at all levels, including a succession plan for leadership d critical roles

Where necessary inform and train line management and associates on quality talent management (including rewards and benefits parameters) implementation and execution.

Ensure forecasted staffing requirements are documented and action accordingly (including seasonal demand planning), in conjunction with the Regional People Partner

Ensure that the implementation and management of leadership development and career planning is sustainable and realizes value, including learnerships and internships, to promote a learning culture.

Recruit, select and place candidates in terms of agreed recruitment and selection frameworks (including pre-selection processes) and ensure appointments (including internal promotions) are in line with EE targets / strategy

Adhere to remuneration framework, as directed Total Rewards:CoE, ensure alignment to business needs and budgets

Manage weekly vacancy monitor and employment equity reporting and ensure reports are distributed to relevant stakeholders

Ensure talent systems are utilised to full capacity and maintained accurately

Ensure the organizational performance management process and system is effectively implemented and maintained in line with timelines

Reinforce management rewards and recognition opportunities available to reward performance

Build line and associate capability to around performance management process and how to engage in feedback and tough conversations.

Coach line management on the importance and effectiveness of quality IDPs and encourage line management to follow through on scheduling of training and development per IDP.

Ensuring associate individual development plans and performance reviews are completed and followed through as per the performance management cycle.

Guide and direct Performance Improvement Process (PIP) and assist line managers with all steps of PIP.

Identifying program inconsistencies and areas of improvement tracking of IDPs.

Transformation, Learning, & Engagement Programmes

Support management to review skills gap to achieve performance related goals, identify training needs

Monitor implementation of training needs as per development action plans

Ensure that mandatory training is conducted timeously. (i.e. Ethics, Anti-Corruption and CBT courses)

Motivate for budget, resources and support required for annual training plans.

Monitor and drive the progress of Learnerships, Graduates and associate training and development programs.

Ensure training registers are complete and captured for all training conducted.

Enable successful delivery of people initiatives through effective change management.

Oversee the driving of the BUA survey and additional engagement programs/surveys to ensure targets are met and where necessary workshops are conducted to unpack results and draw up action plans.

Elevate and drive effective organisation AVP initiatives and plans, including culture, diversity and inclusion.

Drive set goals and targets with site leadership

Ensure adherence to employment equity and skills development Terms of Reference

Timeous submission of quarterly and annual EE and SD reports

Remuneration and Benefits

Ensuring appropriate application of all associates of relevant remuneration/reward and recognition.

Ensure consistent implementation and application of remuneration policies, procedures and guidelines; ensuring the adherence to Massmart EB policy and procedure.

Advising and ensuring all associates in appropriate application of associate benefits offerings.

Drive and support associate wellness and safety initiatives and compliance.

Associate Relations Management and Company compliance

Advising on, researching, remaining up-to-date knowledge of labour relations and employment acts and quickly resolving people related issues.

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Engage in regular and continuous communication with line management to understand the associate relations issues and provide solutions.

Guide, advise and ensure all associates and managers are aware and adhere to legislative requirement and company policies and procedures.

Assist the store and support line managers to establish discipline and effectively resolve all their grievances and disciplinary cases effectively timeously

Manage the relationship with union through active consultation and engagement.

Provide support and advice as appropriate in disciplinary, grievance and CCMA matters.

Manage matters related to collective agreement and policy related issues concerning employees to ensure legal compliance

Assist in drafting of required quality documents for disciplinary matters

Monitor preparation and sign-off of monthly & adhoc ER reports and update the Management on critical issues as and when required.

Maintaining confidential information, documentation, and assigned records.

Monitor compliance to health and safety legislation and associate wellness practices and processes.

Identify HR risks within site and identify and communicate interventions to reduce/prevent and rectify.

Meeting with associates and listening to concerns, conducting investigations, reporting safety, ethical, or other violations.

People Support & Administration

Ensure implementation and adherence to HR processes and administrative requirements in line SLAs.

Analyse and interpret information to report and present to regional and site level management structures on personnel expenses (permanent, FTE, outsourced) and People snapshot (employee movements, absenteeism, leave, headcount, performance and information pertinent to CoEs) as per the standardized dashboard Identify and manage risk associated with HR processes (e.g. leave liability, benefit administration, etc.)

Support management with query resolution regarding general people issues.

Tracking associate attendance and ensuring registers are completed and captured.

Maintaining associate personal files while ensuring confidentiality and data integrity.

Ensure effective and accurate submission of payroll inputs and ensure that risk areas and exceptions are identified timeously and addressed (for example terminations, temporary upgrades, etc.)

Ensure that all legislative and compliance requirements are adhered to and risks identified and mitigated

Facilitate annual increases, bonuses and incentive payouts as required

Ensures timely and accurate reporting of annual, quarterly and monthly reporting, as directed by People Senior Manager

Manage and ensure efficient HR record keeping as defined by internal audit standards

Accurate reporting and timely submission of all statutory reporting (e.g. WCA)

Self-Management












Relevant Human Resources/Industrial Psychology Degree

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3-4 Years general HR experience in human resources, including recruitment, onboarding, performance and talent management, training and development, associate relations, change management and implementation

2 years’ experience working with human resource information systems and recruiting tools

HR Management experience in Retail and FMCG industry will be advantageous




Competencies & Skills

Highly analytical and excellent knowledge of data management and HR systems


Ability to Influence: Ability to lead, sometime without direct authority, but rather an earned currency which comes about through business savvy, servant leadership, and value creation

Comfort with ambiguity: Self-starter, ability to develop initial hypotheses / solutions with limited certainty / input

Critical Thinking with bias for Action: Ability to recognize and assess challenges and opportunities quickly and transition to action in short order

Strong communication skills and ability to influence cross functionally by tailoring messaging for various audiences and stakeholders. Excel at articulating relevant arguments, concisely and grounded in fact




Adaptable




Time Management



Name: Thato Xaba

Fax:


45


Store format / Brand / Site Head Office (Home Office – Retail)

Department Corporate: People Function


Position People Practitioner X2

Massmart _ Head Office _ Corporate: People Function _ Sunninghill _ People Practitioner X2


Summary To ensure that all facets of People Admin and People information are effectively managed, and all timelines and SLA’s are adhered to. To support with business partnering activities where necessary. FUNCTIONS / RESPONSIBILITIES:

Service Delivery & Process Improvement

Actively participates in the implementation of key People applications and related processes as per service level standards

Responsible for managing the escalated requests/issues to support operational delivery.

Training associates on People operations, process and procedures, and any changes thereof.

Ensure data integrity of all transactions by following the outlined peer review/audit process.

Provide exceptional service to internal clients and associates by responding to queries in a timely manner.

In collaboration with the People Partner, drive continuous improvement of all People processes and procedures on a continuous basis.

Participate in People projects such as rolling out performance management or other events etc.

Own creation, documentation, and management of end-to-end processes and ensure that documentation is kept up to date and accurate.

As and when required, assist in the revision of company policies.

Talent Acquisition

Compile & run internal store-level adverts via Massmart Internal, Vacancy Bulletin.

Create and maintain recruitment file/ details of applicants.

Conduct initial screening of candidates and submit the potential candidates to your direct report.

Create the preliminary shortlists of applicants’ CVs that match the vacancy specifications.

Act as the point of contact for applicants in the initial stages.

Set up interviews & where necessary support in the interview process.

Conduct all applicable Risk checks (references, qualifications, ITC, criminal checks).

Assist with administration of the offer management process and contract requests.

Regret all non-suitable candidates in a professional manner.

On-boarding Process

Provide all new Associates with a professional onboarding experience by executing the onboarding plan.

Schedule both the informal and formal probation meetings for all new associates with the Senior Manager I:People Partner as well as ensuring that quarterly induction sessions occur.

Provide new associates with a “starter pack” which provides them with useful information on policies & associate benefits- two weeks prior to commencement.

Manage the end-to-end process of acquiring the new associates’ workplace tools such as laptops, phone, and access cards from the relevant departments.

Collect all necessary documentation from new associates.

Talent Optimization

Support line managers with performance coaching:

Ensure the effective record keeping of Role Clarity, Performance Development Discussion, Career and Development discussion documents.

Assist with the conducting of quarterly associate satisfaction surveys and an action plan on areas for improvement.

46

Assist in booking internal/external training courses for people who require learning and development requirements; ensure that the required training material is available and that the training registers are completed and captured for the training conducted.

Co-ordinate any conferences/workshops for adhoc training.

Assist with the sustainability report, specifically with regards to the BBBEE section.

Payroll

Completion of “change in status” forms & forward to head office/payroll; ensure all documentation is completed including signed associate requisition.

Completion of starter forms and termination forms and forward those to head office/payroll ensure accuracy and completeness of all documentation.

Resolve any payroll queries that may arise.

Consolidated and proof check payroll prior to submission.

Proof check payroll input after processing by head office.

Preparation and submission of additional payments / deductions to payroll i.e. overtime, short pay, expenses; deductions.

Associate Benefits

Maintain and manage the administration of all associate benefits on a monthly basis i.e. Medical Aid, Medical

Insurance etc.; consulting with Associates on benefits such as disability, personal accident, dread disease and death claims; funeral benefits; normal retirements; early retirements; housing loans, etc.

Manage the completion of documents (medical aid, provident fund), new engagements and withdrawals, death and disability claims, funeral claims for submission.

Follow up to ensure that documents are received on time and liaise with Total Rewards (Benefits) unit and People Partners/ Senior Managers to track process.

Assess each individual case to ensure that all potential claims are lodged; liaising with associate and or next of kin for documents as and when required.

Continuously follow up to ensure that all claims are resolved.

Receive annual schedule for wellness days from the benefits team.

Liaise with sites to ensure that all wellness days are arranged accordingly.

Off-boarding/Exit Process

Manage the consultation with exiting Associates on the following:

Exit documents to be completed and ensuring that these are received back, checked and completed accordingly;

Maintain a database for all terminations on a monthly report;

Conduct exit interviews for roles below supervisory levels and ensuring that the exit manpower’s are completed;

Explain the different options on retirement fund for people exiting the business.

General Administration

Maintain high levels of accuracy in terms of filing, scanning, recording documents & office keeping.

Respond to general queries and escalate to your direct report where necessary.

Ensure the safe keeping of confidential information and accuracy in tracking People information.

Manage the end-to-end coordination of calendar activities and booking the necessary appointments in dairies; taking minutes when required.

Complete ad hoc administration for all associates (written confirmation of employment).

Implement and maintain systems to ensure that People Administration is effectively implemented.

Ensure all People transactions are conducted timeously and accurately such as the processing of invoices and similar activities.

Keep track of all assigned training throughout the company and update all completed training on the People system.

Analysis & Reporting

Create databases (e.g. recording figures, stationary costing etc.) and ensure records are accurately captured and reported on the necessary systems (e.g. Excel, Word, VIP etc.).

Updating People Information Systems databases correctly and regularly with different information such as new hires, terminations, sick leaves, warnings, vacation and days off as well as company policies and job descriptions.

47

Sourcing data through conducting research by means of surveys, associate interviews, and reviewing processes, budgets, and other information; using the data to prepare, analyse and summarize operational results for use by various key stakeholders/management.

Able to make use of software like Office Microsoft (Excel- pivots, V-look up, etc.) to communicate significant analyses that identify meaningful trends and opportunities across the business.

Self-Management












Relevant Bachelor’s degree and minimum 2 - 3 years’ experience across

HR, operations and shared services

Proven retail admin experience


Understanding and knowledge of SA legislation and of respective People policies, procedures and processes Competencies & Skills

Analytical abilities and knowledge of People systems



Adaptable


Multi-tasking

Query handling



Models and upholds

Communication skills

Collaboration and flexibility

Time Management

Team Player



Name: Thato Xaba

Fax:


48


Store format / Brand / Site Head Office (Makro)

Department Wholesale/Retail: People Partnering


Position Manager: People Partner Operations

Massmart _ Head Office _ Wholesale/Retail: People Partnering _ Sunninghill _ Manager: People Partner Operations


Summary The purpose of this role is to partner with the Store Operations Managers to ensure the successful delivery of Operations strategy through positioning People as the key enabler. This role provides guidance within the Store Operations environment, and ensures consistent implementation of the people strategy, operating model and best practice people processes. Supports the development of a high-performance culture that emphasizes service to the customer, empowered accountability, collaboration, innovation and operational excellence. FUNCTIONS / RESPONSIBILITIES:


Integrate People Strategy with Store Strategy

Develop action plans to deliver on Strategy

Ensure effective execution of action plans

Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength


Mentor and coach store line managers on key people management principles and processes

Actively build relationships and network with line management (including internal and external stakeholders) to gain a thorough understanding of operational impacts on the business through communicating appropriately and proactively providing solutions to address business needs relating to people

Partner with line management to align People objectives with business objectives and strategy

Identify existing or potential problem areas and advise line management on how they can use People processes to make improvements

Implement and maintain appropriate People business service processes


Talent Acquisition

Implementing the talent strategy for the business, in conjunction with Talent and Learning COEs, by building a talent pipeline that will ensure sufficient talent now and in the future at all levels, a succession plan for leadership positions and critical roles

Recruit, select and place candidates in terms of agreed recruitment and selection frameworks for all contract types (including pre-selection processes)

Ensure the pre and post-employment administrative component processing of all recruits

Ensure job profiles are up to date and accurate and communicated to Senior People Manager in line with standard processes

Ensure appointments (including internal promotions, permanent part-time database) are in line with EE targets / strategy

Analyse success rate with regards to placements and make recommendations for future placements


Analyse labour market trends

Analyse and document labour turnover data for forecasting recruitment requirements

Adhere to remuneration framework and ensure alignment to business needs and budgets

Analyse packages to ensure they are equitable, fair, market-related and in line with company requirements, for talent acquisition, retention and development.

Conduct exit interviews and surveys for all staff.

Learning & Development

49

Identify Talent/Succession candidates, through consultations across stores. Ensure the execution of the identified developmental/learning/training interventions for the Talent pool. Assess progress of interventions on a quarterly basis.

Execute Talent Pipeline methodology

Coach Line Management surrounding the importance, benefits and compilation of IDP’s and career development for all staff


Monitor the progress of Learnerships, Graduates and Structured Development Program (SDP’s)

Ensure training on the below where applicable: o o Induction o o Selling skills o o PDR o o Role Clarity o Performance Development Discussion (PDD) etc.

Drive adherence to 15 minute on the floor training every day

Drive and monitor employee program progress.

Conduct training on Labour scheduling and emphasis the importance thereof.

Ensure that Labour scheduling is taking place in store as per the above training.

Plan and compile the annual training calendar for the store strategically

Compile the Annual Training Needs Analysis based on IDP discussions and measure progress thereof monthly.


Provide support to line management on training needs, to achieve performance related goals

Ensure that the implementation and management of leadership development and career planning is sustainable and adding value to the site, including learnerships and internships, to promote a learning culture.

Ensure employment equity and skills development plans are implemented


Participate and contribute to national EE and SD forums as and when required

Performance Management & Coaching

Coach Line Management surrounding the importance and benefit of Role Clarities to determine expectations and PDD’s to evaluate performance

Ensure that Line Managers follow through on IDP’s and drive culture of self-development amongst Management staff

Ensure Career Development discussions are held with stores Talent.

Ensure bi-annual monitoring of IPDs and Career Discussions to determine movement on goals/objectives

Coach Line Management surrounding the importance and benefit of daily Plan Do Review (PDR) and Target Book tools

Advise management on rewards and recognition opportunities available to reward performance

Coach Line Management surrounding the importance and benefit of Interaction Management Principles (IM) with specific reference to coaching for success and coaching for improvement

Ensure that IM principles are being implemented effectively by management

Succession management: o o Ensure effective implementation of the organizational succession management process in line with defined cycles o o Ensure succession plans are managed effectively and report accordingly (progress management) o o Ensure implementation of PDPs

Recognition, Reward and Transformation

Create a climate that is encourages and embraces transformation

Assist the Store Manager with ensuring that the necessary People and business processes is continually driven in store

Ensure that the stores Action plan is communicated by the Store Manager and is visibly displayed on notice boards.

Assist with driving a positive improvement in the stores annual BUA Engagement score through staff engagement and positive climate initiatives

Facilitate the compilation of robust interventions/action plans to address Climate and Motivation

Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength for motivation, reward and recognition.

Drive employee wellness through store wellness days and staff Impilo awareness initiatives continually

Employee Relations

Oversees regular and continuous communication with line management to understand the human relations issues and provide solutions.

50

Provides training to line management on policies and practices to become effective managers within their departments.

Support and guide site leadership on correct practices in line with legislative requirements.


Assist the site to effectively resolve all their grievances timeously

Support line management in inculcating discipline and resolve disciplinary cases effectively

Maintaining an up-to-date knowledge of labour relations and employment acts and revisions thereof


Ensures that People polices are communicated in timely manner in line with site requirements

Provide support to line management with appropriate tools and knowledge to effectively manage their people in line with their people plans, e.g. performance management.

Provide assistance, support and guidance to line management human resource policies programs and practices.

Manage matters related to collective agreement and policy related issues concerning employees to make sure that legally is compliant.

Data Analytics, Reporting and Budgeting

Compile, interpret and ensure effective reporting on all People Reports/People Information/ templates/ organograms and ensure submissions as per guide lines i.e. Turnover Reports, absenteeism reports/trends, leave reports, headcounts reports, FTE reports, performance management reports etc.

Ensure all legislative requirement regarding employees are adhered to and timely submission of all statutory reporting (e.g. WCA)

Ensure updated legislative posters are displayed as per governmental requirements

Compile, motivate and manage a People budget in conjunction with Branch Management incorporating strategic and business requirements.

Ensure management of leave process in line with Policy and procedures of the business

Identify and manage risk associated with HR processes (e.g. leave liability, benefit administration, etc.)




People efficiencies: o Monitor man hours lost and drive return to work interviews o Drive the appointment of PPT employees into Permanent roles to align with the ideal staffing structure o Monitor absenteeism costs and loss of productivity by monitoring man hours lost and driving return to work

interviews








Identify training opportunities and instil a climate of self- and team learning

Self-Management







51



















Adaptable

Project management









Strategic thinker







Name: Thato Xaba

Fax:


52



Department Wholesale: People Function


Position People Admin Manager

Massmart _ Head Office _ Wholesale: People Function _ Sunninghill _ People Admin Manager


Summary The purpose of this role is to partner with the Store Operations Managers to ensure the successful delivery of Operations strategy through positioning People as the key enabler. This role provides guidance within the Store Operations environment, and ensures consistent implementation of the people strategy, operating model and best practice people processes. Supports the development of a high-performance culture that emphasizes service to the customer, empowered accountability, collaboration, innovation and operational excellence. FUNCTIONS / RESPONSIBILITIES:


Integrate People Strategy with Store Strategy

Develop action plans to deliver on Strategy

Ensure effective execution of action plans

Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength


Mentor and coach store line managers on key people management principles and processes

Actively build relationships and network with line management (including internal and external stakeholders) to gain a thorough understanding of operational impacts on the business through communicating appropriately and proactively providing solutions to address business needs relating to people

Partner with line management to align People objectives with business objectives and strategy

Identify existing or potential problem areas and advise line management on how they can use People processes to make improvements

Implement and maintain appropriate People business service processes


Talent Acquisition

Implementing the talent strategy for the business, in conjunction with Talent and Learning COEs, by building a talent pipeline that will ensure sufficient talent now and in the future at all levels, a succession plan for leadership positions and critical roles

Recruit, select and place candidates in terms of agreed recruitment and selection frameworks for all contract types (including pre-selection processes)

Ensure the pre and post-employment administrative component processing of all recruits

Ensure job profiles are up to date and accurate and communicated to Senior People Manager in line with standard processes

Ensure appointments (including internal promotions, permanent part-time database) are in line with EE targets / strategy

Analyse success rate with regards to placements and make recommendations for future placements


Analyse labour market trends

Analyse and document labour turnover data for forecasting recruitment requirements

Adhere to remuneration framework and ensure alignment to business needs and budgets

Analyse packages to ensure they are equitable, fair, market-related and in line with company requirements, for talent acquisition, retention and development.

Conduct exit interviews and surveys for all staff.

Learning & Development

53

Identify Talent/Succession candidates, through consultations across stores. Ensure the execution of the identified developmental/learning/training interventions for the Talent pool. Assess progress of interventions on a quarterly basis.

Execute Talent Pipeline methodology

Coach Line Management surrounding the importance, benefits and compilation of IDP’s and career development for all staff


Monitor the progress of Learnerships, Graduates and Structured Development Program (SDP’s)

Ensure training on the below where applicable: o o Induction o o Selling skills o o PDR o o Role Clarity o Performance Development Discussion (PDD) etc.

Drive adherence to 15 minute on the floor training every day

Drive and monitor employee program progress.

Conduct training on Labour scheduling and emphasis the importance thereof.

Ensure that Labour scheduling is taking place in store as per the above training.

Plan and compile the annual training calendar for the store strategically

Compile the Annual Training Needs Analysis based on IDP discussions and measure progress thereof monthly.


Provide support to line management on training needs, to achieve performance related goals

Ensure that the implementation and management of leadership development and career planning is sustainable and adding value to the site, including learnerships and internships, to promote a learning culture.

Ensure employment equity and skills development plans are implemented


Participate and contribute to national EE and SD forums as and when required

Performance Management & Coaching

Coach Line Management surrounding the importance and benefit of Role Clarities to determine expectations and PDD’s to evaluate performance

Ensure that Line Managers follow through on IDP’s and drive culture of self-development amongst Management staff

Ensure Career Development discussions are held with stores Talent.

Ensure bi-annual monitoring of IPDs and Career Discussions to determine movement on goals/objectives

Coach Line Management surrounding the importance and benefit of daily Plan Do Review (PDR) and Target Book tools

Advise management on rewards and recognition opportunities available to reward performance

Coach Line Management surrounding the importance and benefit of Interaction Management Principles (IM) with specific reference to coaching for success and coaching for improvement

Ensure that IM principles are being implemented effectively by management

Succession management: o o Ensure effective implementation of the organizational succession management process in line with defined cycles o o Ensure succession plans are managed effectively and report accordingly (progress management) o o Ensure implementation of PDPs

Recognition, Reward and Transformation

Create a climate that is encourages and embraces transformation

Assist the Store Manager with ensuring that the necessary People and business processes is continually driven in store

Ensure that the stores Action plan is communicated by the Store Manager and is visibly displayed on notice boards.

Assist with driving a positive improvement in the stores annual BUA Engagement score through staff engagement and positive climate initiatives

Facilitate the compilation of robust interventions/action plans to address Climate and Motivation

Initiate and drive strategies to address areas for improvement, and to maintain and further develop areas of strength for motivation, reward and recognition.

Drive employee wellness through store wellness days and staff Impilo awareness initiatives continually

Employee Relations

Oversees regular and continuous communication with line management to understand the human relations issues and provide solutions.

54

Provides training to line management on policies and practices to become effective managers within their departments.

Support and guide site leadership on correct practices in line with legislative requirements.


Assist the site to effectively resolve all their grievances timeously

Support line management in inculcating discipline and resolve disciplinary cases effectively

Maintaining an up-to-date knowledge of labour relations and employment acts and revisions thereof


Ensures that People polices are communicated in timely manner in line with site requirements

Provide support to line management with appropriate tools and knowledge to effectively manage their people in line with their people plans, e.g. performance management.

Provide assistance, support and guidance to line management human resource policies programs and practices.

Manage matters related to collective agreement and policy related issues concerning employees to make sure that legally is compliant.

Data Analytics, Reporting and Budgeting

Compile, interpret and ensure effective reporting on all People Reports/People Information/ templates/ organograms and ensure submissions as per guide lines i.e. Turnover Reports, absenteeism reports/trends, leave reports, headcounts reports, FTE reports, performance management reports etc.

Ensure all legislative requirement regarding employees are adhered to and timely submission of all statutory reporting (e.g. WCA)

Ensure updated legislative posters are displayed as per governmental requirements

Compile, motivate and manage a People budget in conjunction with Branch Management incorporating strategic and business requirements.

Ensure management of leave process in line with Policy and procedures of the business

Identify and manage risk associated with HR processes (e.g. leave liability, benefit administration, etc.)




People efficiencies: o Monitor man hours lost and drive return to work interviews o Drive the appointment of PPT employees into Permanent roles to align with the ideal staffing structure o Monitor absenteeism costs and loss of productivity by monitoring man hours lost and driving return to work

interviews








Identify training opportunities and instil a climate of self- and team learning

Self-Management







55



















Adaptable

Project management









Strategic thinker







Name: Thato Xaba

Fax:


56



Department Remuneration


Position Rewards Analyst

Massmart _ Head Office _ Remuneration _ Sunninghill _ Rewards Analyst


Summary: To partner with Group Remuneration in the implementation and maintenance of robust Remuneration programmes, practices and processes. To provide business intelligence based on various HR metrics and the overall coordinator of legislative compliance required by the business. FUNCTIONS / RESPONSIBILITIES: Operations

Manage the consistent application of remuneration procedures and guidelines within the business units & support the Reward BP’s in the guidance of HR partners and Line Management on correct process application

Manage the annual increase and incentive processes

Management of day to day remuneration processes including new offers, promotions and adjustments up to Grade 16, aligned to Reward principles and frameworks

Collate and provide information to Group Reward on variable pay initiatives (AIP, Commission, Incentives, recognition)

Partner with Reward BP’s to ensure the correct management of Expatriate pay (where applicable)

Partner with Reward BP’s to ensure the pay alignment in Africa Governance, policy & practices

Support and manage the implementation of the Massmart aligned reward frameworks within the business units as the custodian of BU Reward practices and Standard Operating Procedures

Ensure alignment of operational practice to Reward frameworks

Implement internal processes to monitor & track improvement against pay frameworks and report on risks

Partner with the Reward BP’s to develop plans to address inconsistencies and mitigate risk Data Management & tools

BU custodian of Reward tools and workbooks e.g. Compensation tool, Increase workbooks and AIP workbooks

Manage the data integrity that supports the inputs and outputs of Guaranteed Packages, AIP and SIP

Consult with Reward BP’s for the development of new tools and improvements to aid internal BU practice

Propose changes to tools, systems and practice to support process improvement Projects

Partner with Reward BP’s to implement and drive BU Reward projects within agreed timelines Training and Communication

Identify opportunities for training, coaching on Reward practice and tools

Partner with Reward BP’s to develop and implement ,Reward communications and training initiatives for roll-out

Guide & coach the BU HR team and Line Management in the correct application of reward frameworks Job Management

Oversee the completion of standardized and complete Job Descriptions across the BU

Develop and maintain a BU library of job descriptions

Support and guide HRBP’s and Line Management in the compilation of job descriptions

Ensure that all Jobs are current and updated / amended when necessary

Ensure that all jobs are graded

Co-ordinate and manage the BU Job Evaluation Committee

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Track job evaluation results, work with Reward BP’s to ensure Departmental calibration and consult with the Remuneration BP’s in the event of misalignment

Manage the communication of Job Evaluation Committee outcomes to Line Management

Ensure VIP job and position management is accurately maintained and aligned

Submit names of new Job Evaluation Committee members to Reward for Hay training

Partner with Reward BP’s to track and understand functional calibration between BU’s

Ensure alignment between Organograms, job descriptions, naming conventions and VIP position Management

Ensure alignment of Remuneration and reward principles and application

Generate and provide Data metrics in terms of pay scales

Alert Reward BP’s on the requirement for retention and recognition initiatives (AIP, SIP, Commission, Incentives)

Provide information and maintain AIP metrics in line with Business strategy

Provide information that supports the calculation of the provision and actual pay-out for AIP Reward Data Integrity

Manage and ensure the accuracy of the system data and collaborate with stakeholders within the division to resolve any discrepancies

Manage and develop process and policy changes to support data integrity initiatives

Complete system transactions to include entering data changes to employee demographics, business unit, salary level, incentives eligibility, benefits, job code and positions, reporting relationships, and various other fields as required for the Division’s locations throughout Africa

Validate and ensure the accuracy of the system data and collaborate with the BU to resolve any discrepancies


Bachelor’s degree in HR

4 – 6 years’ working experience in the management of pay and benefits

Excel Skills

GRP would be advantageous



Name: Thato Xaba

Fax:


58





Position Workforce Planning Specialist

Massmart _ Head Office _ Organizational Effectiveness _ Sunninghill _ Workforce Planning Specialist


Summary: This position is accountable for creating and managing the talent forecasting processes, frameworks, reports and tools; evaluating and reconciling gaps and discrepancies, designing and deploying user-friendly tools and reports. FUNCTIONS / RESPONSIBILITIES: Business & People Strategy

Supporting line manager in the development of workforce strategic plans that incorporate future requirements and succession planning needs.

Supporting line manager in conducting workforce gap analyses and assessments to identify gap reduction strategies.

Developing action plans to implement the strategies, and measures for assessing strategic progress including recruiting, training/retraining, restructuring organizations, contracting out, succession planning, technological enhancements, etc.

Developing and refining business cases, surveillance and reporting strategies to support the workforce strategic plan.

Establishing, leveraging, and supporting the creation of a talent pipeline. Operational Workforce Planning & Business Partnering

Developing comprehensive competency modelling approaches and baseline repositories including core, technical, and generic competencies; job descriptions per role and draft proficiency levels; map competencies and position job descriptions to the organization’s career-paths.

Conduct external benchmarking and internal focus groups to validate competencies, job descriptions, proficiency levels and future talent needs for the business.

Providing recommendations on how to structure the organization and deploy the workforce.

Characterizing internal and external barriers to accomplishing strategic workforce goals.

Partner with businesses on a continuous basis to advise on strategy aligned organization structures, drive effective workforce planning, drive change management programs.

Partner with workforce planning, people partners and business to drive workforce optimization, implement operating models, design processes, manage change and address labor productivity and structural issues.

Partner and work with senior management and People Partners to finalize and implement solutions.

Support line managers and associates to make informed career decisions where necessary.

Providing leadership tools (e.g. dashboards, presentations, etc.) to assist with measuring progress.

Ensure all job profiles are mapped correctly and continuously tracked and maintained.

Ensure systems/tools are maintained and updated at all times, including ensuring all information is correct/accurate/up-to-date and in line with VIP.

Designing and providing guidance on tools and statistical models, and reporting infrastructure

Determining the business impact of data infrastructure, databases, and tools.

Testing and evaluating pilot solutions before implementation; verifying results.

Interpreting data and results into actionable initiatives for business and People partners. Workforce Capacity and Talent Planning

Plan future projections of staffing needs, forecasting resource growth based on organizational goals.

Review, update and improve capacity management methods and practices, research key trends globally and associated impacts of these on the business.

Providing comprehensive source of global talent supply and demand data, predictive analytics and insights into real-time job markets.

Assess talent risk to ensure key ratio cover is maintained.

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Identify critical roles within the business and ensure appropriate processes are in place for effective pipeline management.

Identify and map career paths within the organization and link them to essential learning and development opportunities Agile Project Management & Analytics

Understanding complex business needs and scope of work; establishing priorities and goals; developing action plans; obtaining and allocating resources, while maintaining confidentiality and data integrity.

Monitoring progress against milestones, assessing for continuous improvement purposes, and adjusting the plan to make course corrections and to address new workforce issues.

Organizing, facilitating, and directing cross-functional meetings to share information, evaluate progress, and implement changes.

Partner with OD Analyst in developing, implementing, and analyzing metrics and methodologies to measure project success; summarizing and evaluating project results and process performance.

Analyse data in order to identify trends, patterns, correlations in order to help stakeholders understand the results.

Analyse data in order to seek areas of improvements and solutions to problems.

Understand and interpret the results of the findings with stakeholders.

Compile on time and accurate reports based on data findings; compile reports that include graphs, tables, images, lists stats or other ways of presenting information that can be easily understood in order to enable improved decision making.

Communicating project status with key stakeholders and cross-functional partners where necessary. Self-Management











Requirements:

Minimum Academic, Professional Qualifications & Experience required for this position

Relevant Post Graduate degree and minimum 5-7 years’ experience in Human resources or related field

Minimum 2-3 years’ experience of Organisational Design/Job Architecture/Career Design

Strong working knowledge and experience of workforce planning, OD methodologies and principles, project management/change

Advanced in Excel, PowerPoint, and Word and proficient experience with workforce planning systems and tools

Understanding and knowledge of SA legislation and HR policies, procedures and processes Competencies & Skills



Adaptable

Project management








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Strategic thinker

Customer/Member centric


Think and Act strategically





Fax:


MASSMART INTERNAL VACANCY BULLETIN 4-Feb-21

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Transcript of MASSMART INTERNAL VACANCY BULLETIN 4-Feb-21