Develop and implement the HR plan and key processes for the assigned portfolio in line with the HR strategy for the Energy business and in alignment with Sasol’s global people practices, guidelines and frameworks.
Act as a strategic advisor to the leadership team of the Mining business by developing people solutions that address the core business needs and that support the objectives of the business segment by :
g. rest periods and fatigue management
Recruitment Description / Key Accountabilities Develop the annual HR plan for the business segment based on a deep understanding of the business requirements and consideration for critical HR group-wide interventions that need to be implemented across the organisation.
In consultation with the leadership team of the business segment, prioritise the most critical HR needs required by the business and plan to execute these in a manner that is aligned to the culture and ways of working of the business.
As a member of the Energy Business Portfolio leadership team, partake in business related discussions to continuously deepen the knowledge on the business priorities, needs and requirements to adapt the HR plan accordingly.
Translate group-wide HR interventions, programmes and plans into concrete actions that serve to embed Sasol’s HR priorities in the assigned portfolio and enable the organisation to operationalize its strategic people frameworks and policies.
Communicate and obtain buy-in from the leadership team in the business with respect to implementation of mandated HR changes, programmes and policies to enable the successful implementation of these in the business.
Monitor and manage the Employee Relations climate in Sasol Mining to maintain labour stability by ensuring that meaningful stakeholder engagements take place in a multi-union environment.
Provide thought leadership in the event of any labour related negotiations i.e. wage negotiations etc. Continuously engage and liaise with Energy and Group COEs to stay up to date and fully familiarized with the latest tools, policies and models developed by the organisation to ensure alignment and provide an enhanced level of service to the business unit.
Lead the implementation of all HR policies and processes required by the business to identify, develop, advance and reward employees (such as Recruitment, Reward, Performance Management, Capability Assessments, Learning, Development, and others).
Analyse and interpret data and people related analytics to identify potential gaps that need to be addressed to ensure the business segment has the right people resources, with the required capabilities, to succeed in its long term strategy and remain a relevant organisation.
Recommend and implement solutions to address the gaps identified through this analysis. Liaise and engage with the Business Services (Shared Services) team to coordinate the provision of the required support and foundational services needed to operationalize standard people processes needs and requirements.
Formal Education Post Graduate Honours Degree Post Graduate Business qualification would be advantageous Min Experience
Certification & Professional Membership None required