HR Executive

SUMMARY:
The Global HR Manager is a strategic leader responsible for overseeing and managing the HR functions of Regenesys across its business units globally, including South Africa, India, and Nigeria. This role focuses on talent management, organizational development, cultural transformation, and compliance across multiple regions. As a line management role, staff leadership and management are core areas of responsibility, ensuring effective HR delivery that aligns with the organization’s objectives.

POSITION INFO:
Responsible for: Effective delivery of HR functions across Regenesys Business School, MyWealth Investments, Regenesys Foundation, and any future branches or business units.
Main Relationships: Liaises internally with management and staff; externally with regulatory bodies and suppliers.
Key Responsibilities:

• Global HR Strategy Development:
• Design and implement a comprehensive global HR strategy in alignment with business objectives.
• Standardize HR policies, practices, and procedures across all regions while ensuring local compliance.
• Collaborate with senior leadership to address organizational needs and future workforce planning.
• Talent Acquisition & Retention:
• Lead global talent acquisition initiatives, focusing on attracting and retaining top talent while fostering a diverse and inclusive work environment.
• Develop global talent pipelines and succession planning strategies for key leadership positions.
• Drive employee engagement, retention strategies, and career development programs across regions.
• Leadership & Culture Development:
• Foster a unified organizational culture that respects local nuances while promoting Regenesys values.
• Implement leadership development programs to enhance capabilities across the globe.
• Champion equity and diversity planning, including executing the B-BBEE plan.
• Performance Management:
• Inculcate and drive a global performance management system linked to rewards, development, and productivity.
• Oversee and improve staff engagement and morale through innovative organizational development mechanisms.
• Payroll, Industrial Relations (IR), and Statutory Reporting:
• Manage payroll processes in-house, ensuring accuracy and compliance with local labor laws.
• Oversee all industrial relations matters, including representation at the CCMA, and ensure proper documentation.
• Ensure timely completion of all statutory returns and compliance reports performed in-house.
• Compliance & Risk Management:
• Ensure HR activities comply with international and local employment laws and regulations.
• Regularly identify, review, and effectively manage HR risks related to workforce management and employee relations.
• HR Systems and Data Management:
• Review HR systems, policies, and procedures to ensure global alignment and best practices.
• Manage HR dashboard and data analytics to provide insights for decision-making and strategic planning.
• Employee Relations & Communication:
• Act as a key liaison between the global workforce and senior leadership, ensuring transparent communication channels.
• Address global employee relations issues, including conflict resolution and grievances, in alignment with company policies.
• Staff Management and Development:
• Lead HR team recruitment, management, and development initiatives.
• Facilitate senior-level MBA and undergraduate classes, contributing to the academic environment.

• MBA or appropriate HR Master’s qualification.
• At least 5 years of management experience in HR, demonstrating the ability to manage HR functions in a global context.
• Thorough understanding of relevant labor legislation and international staffing.
• HR generalist and subject matter expert.

• Strong leadership and management skills, able to motivate and engage with staff, offering direction and support.
• Reliable and dependable, with a track record of driving tasks and projects to completion.
• Demonstrates initiative to take on responsibilities and challenges, introducing enhancements within the department.
• Adaptable and flexible to change, with the ability to navigate between strategic and operational levels as needed.
• High integrity and strong ethics, with excellent communication skills.
• Willingness to attend functions outside of official working hours, such as marketing events and exam invigilation.

• Success in attracting and retaining top global talent.
• Improvement in employee engagement scores across regions.
• Compliance with global labor laws and minimal legal disputes.
• Reduction in turnover rates and enhancement in leadership development.
• Efficiency of global HR processes and technology implementation.