Department of Home Affairs Director: Human Resource Planning And Various Vacancies 2023 Jobs Portal @www.dha.gov.za

Jobs Description

REQUIREMENTS : • An undergraduate qualification in Human Resource Management / Public Management /
Administration / Industrial Psychology / Management Science at NQF level 7 as recognised by
SAQA • An SMS Pre – entry certificate endorsed by National School of Government is
required • 5 years’ experience in middle / senior management is required • Extensive
experience in Human Resource Planning / Public Administration / Management / Industrial
Psychology / Management Sciences environment • Knowledge of the Public Service
Regulations of 2016 relevant to Human Resource Planning • Knowledge of the Public Service
Regulatory Frameworks relevant to Human Resource Planning • Knowledge of Skills
Development Act and related legislation • Knowledge and understanding of Human Resource
Delegations as well as Departmental Regulatory Framework • Knowledge of Employment
Equity Plan • Strategic capability and leadership • Client orientation and customer focus •
People management and empowerment • Financial and knowledge management •
Programme and project management • Accountability and change management • Conflict
management and resolution • Business continuity and time management • Problem solving
and analysis • Business report writing • Influencing and networking • Planning and organising •
Presentation, communication as well as interpersonal skills • Coaching and mentoring •
Computer literacy • A valid driver’s license, willingness to travel and work extended hours or
on call.
DUTIES : The successful candidate will be responsible for, amongst others, the following specific tasks:
• Manage and monitor Human Resource strategies and the performance of the Branch •
Manage the execution of integrated Human Resource strategy aligned to the mission and
vision that defines the Department future service delivery over long term objectives • Lead and
direct the development and implementation of HR strategies and initiatives aligned with the
overall business strategy • Lead and direct the implementation of objectives stated in terms of
expected results on short term nature based on long and short term objectives • Manage the
development and implementation of the scorecard to monitor the performance of the Branch
against targets • Ensure that the strategic human resource objectives that express quantitative
setting approach and emphasises objectives according to the time frames • Lead the
identification of competitive strategy and establish an effective interface between the Branch
and Business • Lead and direct the monitoring and analysis of HR value proposition and
contribution to the execution of HR strategy • Identify HR strategy systems that will mitigate
through the introduction of internal flexible Human Resource system responsive to supply and
demand dynamics • Lead and direct co-operative strategy that focus on access to essential
human resources and involving the creation of internal capacity • Lead the measuring,
evaluating, monitoring and reporting of the Branch progress (monthly, quarterly and annually)
• Analyse Branch performance, make inputs and advice on the progress status • Develop
Branch annual calendar for the Branch Performance Session, lead the process and
coordinate Branch sessions • Provide advice to the Branch during the selection and review of
key performance areas to ensure that the best HR strategy is delivered • Serve as the Branch
Nodal Point on the Departmental Planning matters • Lead and direct periodic HR
programmes including HR audits for effective monitoring and evaluating HR programmes for
effective use of Human Resource • Establish the link between HR strategies that outlines the
broad strategic plans that affects HRM&D • Lead and direct the coordination of workforce
planning in the Department • Manage the development and implementation of workforce
strategies and plans • Lead and direct workforce planning and plans according to the financial
planning process and (budget) financial plan • Manage evaluation, monitoring and adjusting of
the HR plan process • Oversee the translating of future worker demand and prediction of the
number of employees in terms of competencies and capabilities into the set of action • Ensure
that workforce plan has clear understanding of the Departmental business plan, objectives
and strategy • Lead the coordination and analysis of present and future workforce needs to
determine gaps or surplus • Ensure that the business plan reflects the departmental goals and
objectives to be achieved • Ensure the alignment of the operational and human resource
strategies originate in the Departmental strategy • Lead and direct the analysis of the current
Vacancies in the Department: HRMC 58 of 2022
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workforce profile to establish a baseline of the current state of the Department (i.e
demographic data on workforce, retirement eligibility, skills and competencies, salary data,
supervisory ratios and management, projected leadership positions) • Determine the extent on
functional requirements linked to meet organisational objectives and extent to the turnover
that reduced that skills set of certain occupational groups • Provide advice in the Department
on making accurate future estimates to attract potential employees • Lead and direct the HRP
requirements on the needs for additional employees, in terms of the number of required skills
and competencies at current and determine future predictions to achieve short / medium and
long term objectives • Ensure that team members gather accurate and valid, analysis by
interpreting information with the view to inform future demand for workers • Lead and direct
the coordination of Human Resource planning in the Department • Manage the coordination of
human resources reporting on performance against operation plan • Manage the coordination
of reporting of audits, legislative and other queries from oversight institutions • Lead and
direct HR delegation processes in alignment to DPSA Directive on Public Administration and
Management Delegations • Manage the Directorate operational planning, reporting, budgeting
and expenditure process • Lead and direct the coordination of Provincial and National HR
forums • Provide written contributions to departmental quarterly progress reports, Annual
Report, Budget speech and Annual Performance Plan • Develop and sign performance
agreements for the directorate based on approved strategic and Annual Performance Plans
of the Department • Ensure that HR Planning is placed in a financial perspective by
reconciling HR Planning and budgeting • Manage and monitor the coordination of HR planning
interventions and programmes • Lead and direct Human Resource (HR) policy development
compliance monitoring and evaluation in the Branch • Manage the development and review of
HR policies and procedures • Lead and direct the development of HR policy monitoring and
evaluation plans in line with the relevant frameworks and best practice • Lead the design and
implementation of monitoring and evaluation frameworks • Lead and direct periodic internal
reviews and audits on existing HR policies • Manage the investigation process and operational
risks and the development of risk management strategies • Ensure identification of policy
compliance issues that required remediation • Lead and communicate written HR policies and
procedures across the Department • Ensure that policy evaluation testing procedures are
continuously monitoring in collaboration with the policy monitoring Unit • Ensure that HR
policies are documented for compliance, verification of oversight and monitoring activities •
Provide expert advice to senior management and business partners about implementing HP
policy compliance programs • Manage and implement strategic objectives and innovation
within the Unit • Develop the Operational plan for the unit and ensure effective prioritisation
and resource organisational development and design • Develop the operational plan against
the agreed objectives and time frames • Provide strategic direction to the Unit • report on the
performance of the Unit against the operational plan • Develop technical expertise within the
Unit and keep abreast of technical developments • Provide advice and guidance on change
management aspects and matters • Identify projects and initiatives to improve business
processes and procedures in order to facilitate effective service delivery • Manage the
development, implementation and communication of a comprehensive change management
strategy • Ensure effective governance and compliance within the Directorate • Develop and
implement governance processes, frameworks and procedures within the Unit • Monitor and
ensure compliance with legislation, regulations, DHA policies and procedures within the Unit •
Ensure compliance with all audit requirements within the Unit • Represent the Unit at
management and other government forums • Monitor quality, risk, standards and practices
against prescribed frameworks • Ensure that assets of the Unit are monitored in compliance
assets and Supply Chain Management Framework • Mange physical, human and financial
resources of the Uni • Manage the budget and monitor that expenditure is in line with financial
requirements and the Unit’s objectives • Provide inputs into the compilation of the annual
budget • Manage external contractors and suppliers within the Unit in an effective and efficient
manner • Liaise with internal business Unit to ensure that Supply Chain Management and
Asset Management are effectively managed • Agree on training and development needs of
the Unit and ensure that these are acted on • Manage the implementation of the employment
equity plan within the Directorate • implement effective talent management processes within
the Directorate (attraction, retention & development) • Decide on appropriate rewards and
promotion on the basis of performance and contribution against agreed targets • Manage
grievance, discipline and terminations within the Directorate.