Executive Director

UNIVERSITY OF PRETORIA

EXECUTIVE DIRECTOR: PEOPLE AND CULTURE

PEROMNES: POST LEVEL 2

In pursuit of the ideals of excellence and diversity, the University of Pretoria wishes to invite suitable applications for the position of Executive Director: People and Culture.

The University of Pretoria is one of South Africa’s top research-intensive universities dedicated to producing high-quality research that addresses complex global issues. The University has a workforce of approximately 6500 staff across the academic and professional services. This portfolio will advance the strategic goals of the university in overseeing diversity and transformation, responsiveness to communities, supporting the teaching and research business of UP as well as creating a welcoming environment to staff.

The University wishes to appoint an Executive Director: People and Culture who should be a visionary, strategic and dynamic leader who will oversee a diverse portfolio that includes Employee Relations, HR systems, Business Partners, Transformation and a sizeable budget among others.

JOB PURPOSE

The Executive Director: People and Culture will be a member of the University’s Executive team, reporting directly to the Vice-Chancellor and Principal and assisting in leading and managing the University on a day to day basis.

As a member of the Executive team, the incumbent gives impetus to support the University’s vision, mission and strategic plan and reflects and enhances the University’s commitment to excellence, relevance, diversity and sustainability.

The Executive Director will ensure the implementation and alignment of human resources policies and strategy to achieve this objective by creating and maintaining an institutional culture of inclusivity, belonging, diversity, equity, employee engagement and wellbeing.

The Executive Director has to develop, lead, implement and manage institutional strategies for the University’s human capital development. This includes executive responsibility for the strategic, transactional and operational aspects of all Human Resource functions, including the specialist functions, such as organisational development and change management, talent acquisition management, wellness, development, reward and retention, employment relations, and HR systems development.

The Executive Director: People and Culture is appointed by Council and is accountable to both Council and the Vice-Chancellor and Principal for carrying out such duties as delegated by Council and by the Vice-Chancellor and Principal.

It is the prerogative of the Vice-Chancellor and Principal to determine the portfolios of the members of the Executive, and the University reserves the right to change the portfolio responsibilities of Executive Directors from time to time in line with new strategic priorities and operational requirements.

The responsibilities of the Executive Director: People and Culture will be to, amongst other responsibities:

RESPONSIBILITIES:

Executive Strategic Management

 Provide strategic leadership and guidance at the executive management level in the implementation, monitoring and oversight of human resources at the institution in order to achieve the strategic objectives of the University.

• Serve as a strategic partner to the Vice-Chancellor and other executive team members, providing guidance and advice on all aspects of human resources.

• Develop, lead, implement and manage institutional strategies, policies, programs, and services pertaining to the University’s human capital and transformation portfolios.

Institutional Human Capital Development Strategy and Action Plans

• Consolidate and facilitate the development of an overarching approach to all aspects of the Institutional Human Capital Development strategy in liaison with the University leadership.
• Develop a detailed implementation plan to realise the Institutional Human Capital Development strategy.

Stakeholder, Transformation and Human Capital Development Action Plans

 Identify and develop resources to facilitate the development of action plans to address the critical and new initiatives within the parameters of the Institutional Human Capital Development Strategy and Action Plans.

• Facilitate institutional culture change strategies and processes at all levels of the University community to address the institutional strategic imperatives.

Human Resources Management

• Lead and monitor the implementation of integrated human resources and talent management solutions and strategies to ensure that the University has appropriate human capital management interventions, including employee wellness.

• Guide the analysis of institutional human resources practices, processes, trends and needs to determine the future direction of human resources within the institution and ensure alignment with the University’s strategy.

• Guide and monitor the provision of Organisational Development and Design initiatives and change solutions to ensure that the University has appropriate organisational structures, competencies, business processes, and culture and is financially sustainable.

HR Governance, Risk and Compliance

• Coordinate and execute risk management activities and appropriate mitigation, including business continuity management for all human resources-related activities to ensure that the University operates optimally.
• Design, organise and manage all human resources-related governance forums and ensure that all human resources practices comply with institutional standards and values regulatory and legal requirements.

 Monitoring and Reporting

• Develop a scorecard to measure progress in transformation and human capital development objectives and action plans against set targets.

Policy Formulation

 Develop and implement appropriate policy frameworks for institutional human capital development initiatives.

Executive Transactional and Operational Management

Oversee the review and implementation of the University’s strategic plan, HR Strategic Plan, and internal and external service level agreements.

• Provide guidance and monitor the execution of the department’s strategic and operational plan and service delivery.

Executive Support

• Attend and actively participate in all meetings of the Executive, Standing Committee of Council, Council and other forums and act as a member in the various Management Committees or Task Teams or both, as delegated.
• Act as Chair of the Human Resources Committee of the Executive, as well as various negotiation structures and forums (e.g., with Trade Unions).

MINIMUM REQUIREMENTS

• A relevant master’s degree.
• A total of ten (10) years of relevant experience, of which at least five (5) years must have been at an executive management level in Human Resources
• At least five (5) years of proven experience in the following:
• Managing, leading and developing professional HR teams within a complex and dynamic work environment;
• Project management where innovative HR solutions have been delivered both personally and through delegating, mentoring and supporting others
• Successfully consulting and negotiating with trade unions, change management and advocacy;
• Understanding of the strategic management of human capital, as well as the ability to inculcate a high-performance culture at the University;
• Advanced knowledge and a proven track record of dealing with the legal and regulatory aspects relevant to the portfolio;
• A solid track record of successful achievement, leadership in talent management and human resources, and exposure to other business functions in a large organisation;

• A proven track record of change management and facilitating and instilling a culture of equality, mutual respect and dignity of all, regardless of race, creed, gender, sexual orientation, disability or social/cultural background; and
• A valid driver’s licence.

 ADDED ADVANTAGES AND PREFERENCES

• A relevant PhD
• A minimum of five years of managerial experience at an institution of higher learning

REQUIRED COMPETENCIES (SKILLS, KNOWLEDGE AND BEHAVIOURAL ATTRIBUTES)

• Excellent leadership skills and knowledge of leadership and management principles as they relate to human resources within the tertiary education sector in South Africa.
• Excellent knowledge of all employment-related and other legislation impacting the tertiary education sector within South Africa.
• Excellent understanding of HR database systems and other technological systems which enhance the management and provision of HR services.
• Excellent understanding of human capital development in a South African higher education context.
• Advanced change and strategic management skills, a strategic understanding of the environment and challenges in higher education in South Africa and internationally, and insight into the operational environment in which universities function.
• Excellent knowledge of dealing with transformation matters and initiatives.
• Excellent stakeholder relationship management skills.
• Ability to effectively analyse workforce data statistics for benchmarking, auditing, modelling and forecasting to support workforce and human resource planning.
• Excellent knowledge of HR trends, methodologies and principles.
• Excellent relationship management, negotiation, problem-solving, planning, organisational and analytical skills.
• Excellent communication, presentation and facilitation skills.
• Advanced computer and related information technology skills.

PLEASE NOTE: All shortlisted candidates may be required to participate in relevant skills assessments as part of the selection process.

REMUNERATION AND APPOINTMENT

The annual remuneration package will be commensurate with the incumbent’s level of appointment, as determined by UP policy guidelines. UP subscribes to the BESTMED and UMVUZO medical aid schemes, and the employer contributes 50% of the applicable monthly premium.

Executive Directors are appointed for a term of at least five (5) years, which may be renewed subject to performance.

The Regulation and Procedure for the Appointment of the Chief Operating Officer, Registrar and Executive Directors, are available on http://www.up.ac.za at Careers@UP or may be requested from the Director: Human Resources on 012 420 4091.

APPLICATION PROCESS

All applications must be submitted electronically through the Careers@UP link on the University website.

Applications must be accompanied by the following supporting documents that must be attached electronically to the application:

• A full curriculum vitae
• An abbreviated curriculum vitae
• Certified copies of qualifications and identity document
• A self-evaluation by the applicant of their suitability for appointment in the position
• Applicant’s vision for the portfolio
• Names and contact details of at least three (3) referees who can attest to the candidate’s stature as well as leadership qualities (applicants should note that the University also reserves the right to appoint and consult its own referees)

CLOSING DATE: 30 SEPTEMBER 2024 at 16h00.

Applications which do not comply with the minimum requirements or are received after the closing date will not be considered.

Shortlisted candidates will be required to prepare a presentation. The topic and further details will only be provided to the shortlisted candidates.

All shortlisted candidates will be required to participate in relevant competencies and psychometric assessments as part of the selection process.

Applicants should note that the University reserves the right to appoint and consult its own referees. Candidates must confirm in writing that they accept the applicable appointment Regulations and Procedures. Please note that the University may extend the closing date and undertake further recruitment initiatives.

ENQUIRIES

Jeovitah Chimhamhiwa, Tel: 0124206149, email: [email protected], regarding the application process.

Sithembile Mbuyisa, Tel: 0124204091, email: [email protected] regarding the role.

Should you not hear from the University of Pretoria by 31 January 2025, please accept that your application has been unsuccessful.

The University of Pretoria is committed to equality, employment equity and diversity.

In accordance with the University’s Employment Equity Plan and its Employment Equity goals and targets, preference may be given, but not limited to candidates from under-represented designated groups.

By applying for this vacancy, the candidates consent to undergo verification of personal credentials and related information including, but not limited to, qualifications, criminal record, credit record, and current and historic disciplinary proceedings as part of the selection process.

The University of Pretoria reserves the right not to fill the advertised positions.