HR Director

at  TELUS Digital

The Director provides strategic HR Direction to the organisation, responsible for leading, guiding and managing all aspects of the human resources function including employee relations, performance management, compliance, and benefits administration. This role requires strategic thinking and the ability to align HR practices with organisational goals.

Key Responsibilities:

• Strategic HR Planning and Management:
• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Act as a strategic advisor to senior management regarding key organisational and management issues.
• Leadership of major change initiatives
• Culture & Employee Relations:
• Supports the establishment of a culture that promotes clear corporate values and behaviour
• Develops, documents and implements People strategy consistent with business strategy
• Foster a positive and engaging work environment.
• Address and resolve employee relations issues, ensuring compliance with company policies and legal requirements.
• Talent Management:
• Develop and implement robust succession planning, management and talent
• Supporting the recruiting process to ensure the organisation attracts, retains, and develops high-quality talent.
• Implement effective onboarding programs.
• Performance Management:
• Develop and manage performance appraisal systems that drive high performance.
• Provide support and guidance to managers on performance-related issues.
• Compliance and Legal:
• Ensure the organisation’s compliance with federal, state, and local employment laws and regulations.
• Update HR policies and procedures as necessary to reflect current legal standards.
• Management of external advisers and HR partner supply relationships
• Compensation and Benefits:
• Manage the administration of compensation and benefits programs.
• Conduct market analysis to ensure competitive compensation and benefits packages.
• Training and Development:
• Lead and Support development programs to enhance employee skills and career growth.
• Promote a culture of continuous learning and professional development.
• HR Metrics and Reporting:
• Analyse HR metrics and trends to inform business decisions.
• Prepare and present reports on HR activities and outcomes to the executive team.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
• SHRM-SCP or SPHR certification is highly desirable.
• Minimum of 10 years of HR experience, with at least 5 years in a leadership role.
• In-depth knowledge of labour law and HR best practices.
• Strong interpersonal and communication skills.
• Proven ability to develop and implement HR strategies that align with business goals.

Excellent organisational and leadership abilities.

Working Conditions:

• Full-time position.
• Onsite Cape Town
• Travel may be required.

Application Instructions: Interested candidates should submit a resume and cover letter detailing their qualifications and experience

• Strategic HR Planning and Management:
• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Act as a strategic advisor to senior management regarding key organisational and management issues.
• Leadership of major change initiatives
• Culture & Employee Relations:
• Supports the establishment of a culture that promotes clear corporate values and behaviour
• Develops, documents and implements People strategy consistent with business strategy
• Foster a positive and engaging work environment.
• Address and resolve employee relations issues, ensuring compliance with company policies and legal requirements.
• Talent Management:
• Develop and implement robust succession planning, management and talent
• Supporting the recruiting process to ensure the organisation attracts, retains, and develops high-quality talent.
• Implement effective onboarding programs.
• Performance Management:
• Develop and manage performance appraisal systems that drive high performance.
• Provide support and guidance to managers on performance-related issues.
• Compliance and Legal:
• Ensure the organisation’s compliance with federal, state, and local employment laws and regulations.
• Update HR policies and procedures as necessary to reflect current legal standards.
• Management of external advisers and HR partner supply relationships
• Compensation and Benefits:
• Manage the administration of compensation and benefits programs.
• Conduct market analysis to ensure competitive compensation and benefits packages.
• Training and Development:
• Lead and Support development programs to enhance employee skills and career growth.
• Promote a culture of continuous learning and professional development.
• HR Metrics and Reporting:
• Analyse HR metrics and trends to inform business decisions.
• Prepare and present reports on HR activities and outcomes to the executive team