Anova Health | Human Resources Lead CO/00002/21

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Anova Health | Human Resources Lead CO/00002/21

Johannesburg – Permanent 

Reporting to the Human Resources: Executive Manager, the HR Lead: Implementation (HRLI) is responsible for providing the critical link between the HR managers supporting the on the ground implementation of Anova’s programmes and services, and the HR support functions and specialist services and payroll at Head Office.

The incumbent will be responsible for the management and optimal use of Anova’s HR systems, whether electronic or manual, and ensure the information kept within these complies with the POPI Act. The HRLI will ensure systems are integrated and used to comply with all Anova’s reporting requirements.

The HRLI will act as the central point of contact for the implementation of Anova’s Human Capital strategy at district and programme level and will be the key contact at Head Office for the Provincial HR teams. Working closely with the HR Lead Specialist Services, the incumbent will oversee the roll out and implementation of interventions, policies and procedures across Anova’s programmes, and will provide critical feedback to the Specialists teams.

The HRLI is a senior HR generalist with no direct reports (currently), however performs a guiding and advisory function (dotted line responsibility) towards the HR Provincial Managers.

The HRLI will on occasions deputise for the HR: Executive Manager.

Key Duties and Responsibilities

  • HR Systems
    • Be responsible for the implementation and management of Anova’s HR manual, electronic, and any other relevant systems, ensuring they are used correctly, maximising synergies and the use of the various modules within electronic systems to enable a well-functioning HR team that supports the implementation of Anova’s programmes.
    • Supervise the compilation and submission of all statutory and donor mandated reports from the information available within the systems.
    • Regularly prepare and review reports for critical analysis of the HR function to provide insights into Anova’s transformation and other business strategies.
    • Support the payroll function through the provision of relevant information related to starters, terminations, changes to programmes and other critical HR operational aspects.
    • Be responsible for the correct implementation of the POPI Act across Anova’s HR systems, ensuring correct segregation of duties and correct allocation of access rights.
    • Ensure best practices are used across all HR and related systems to maximise efficiencies and safeguard personal information.
  • Support HR across programmes
    • Act as the central point of contact to implement Anova’s Human Capital Strategy across districts and programmes, supporting Programme Managers and HR Provincial Managers and their teams.
    • Provide support and guidance to HR Provincial Managers to ensure a seamless implementation of HR policies and procedures across all of Anova’s programmes.
    • Act as the primary point of contact between programme implementation and the central HR team for all HR related matters.
    • Support the various programmes with their talent acquisition planning and their recruitment practices, ensuring a logical staffing plan is in place.
    • Guide the development of a comprehensive onboarding process for all new employees at Anova.
    • Support the programme managers with the implementation of retention strategies for scarce skill roles.
    • Work closely with the HRLS to ensure the rollout and implementation of Anova’s initiatives are correctly and timeously adopted across the various districts and programmes.
    • Engage with various stakeholders across districts and programmes to provide feedback to the central HR team to continuously improve and deliver better HR services across Anova.
    • Working closely with the Provincial HR Managers, provide Anova’s leadership with relevant information for strategic planning purposes.
    • Participate in the development of project proposals as a strategic partner to inform operational aspects of the HR teams.

Any other tasks as agreed with line manager.

Minimum Qualifications, Experience and Skills Required

  • Bachelor’s degree in Human Resources or related discipline.
  • Minimum 15 years of progressive HR generalist experience
  • Minimum 7 years senior management experience
  • Demonstrated understanding of and practical experience implementing Sage 300 People Payroll, HR & ESS software systems.
  • Sound experience in the management of the HR function of a large organisation.
  • Demonstrated ability to creatively solve HR related problems.
  • Ability to build strong working relationships across all levels of the organization.
  • Computer Literacy and proficiency in MS Office.
  • Knowledge and experience working with BCEA, Employment Equity Act, Skills Development Act and Labour Law.
  • Excellent written and communication skills in English (proficiency in other official languages preferred).

Technical Knowledge and Skills

  • Project Management.
  • Ability to objectively coach employees and managers through the implementation of complex initiatives.
  • Ability to engage stakeholders at all levels.
  • Thorough understanding of HR principles, concepts, standards, employment law, ER.

Generic Skills

  • Strategic thinking.
  • Ability to lead through influence.
  • Proactive, drive results & set priorities independently Must be an articulate & persuasive communicator Business acumen.

Please specify the above reference number on the subject line of your email for a quicker response. Good luck!

Submit your CV and application letter to Carlos Orte at

Closing date: Applications will be reviewed on a rolling basis until a suitable candidate is identified. Early application is therefore highly recommended.

Applicants who have not been contacted within 4 weeks of submitting their application should assume that they have not been successful.

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