Principal Director, Corporate Management & Establishment Branch (GMG/SEG 6)

JOB PURPOSE:

This Branch carries out a major core function of the SHRM, which is to provide advice, support and definitive recommendations for the most appropriate organizational and systemic frameworks for the Ministries, Departments and Agencies of Government which will allow them to achieve their mandate in an efficient and effective manner. The branch will be responsible for the development and application of Standards for the Evaluation and Classification of Jobs throughout the Public Sector for the maintenance of a rational compensation system. 

It will ensure that the institutional arrangements in terms of Organizational structures, systems and processes, and staffing arrangements of Government, are so designed as to achieve goals and objectives of individual entities while also recognizing and accommodating the broader strategic objectives of Government. This entails determining the numbers of post (office) pursuant to Section 3 Subsection 2 (a) of the Civil Service Establishment Act, 1976 – while preventing the unwarranted expansion of the Establishment Act. 

The Branch will therefore play a significant role in giving effect to transformation initiatives. Further, the Branch supports the Human Resource management of the Public Sector by the production and Maintenance of the Establishment Order and will facilitate the implementation and maintenance of the database for the new Human Capital Enterprise System by populating the component reflecting approved staffing cadres for all Public Sector Bodies 

KEY RESPONSIBILITIES:

• Leads and directs the operation of multidisciplinary teams to ensure the implementation of governments Transformation and Modernization within/among government agencies and steers the implementation of specific reform policies ensuring attention to cross-cutting considerations and joined-up services. 
• Directs staff in the establishment of new MDAs or branches of organizations in keeping with government policy as expressed in Cabinet Decisions or in keeping with changes in Ministerial portfolio profiles including the issuing of classification schedule, establishment (Constitute) and abolition of post pursuant to Section 3 Subsection 1 of the Civil Service Establishment Act, 1976
• Conducts strategic organisational reviews, prior options studies and targeted services, programmes of MDAs and recommends reform activities. 
• Promotes the corporate planning process and strengthening of skills in the development of strategic human resource planning alignment to the corporate and operational plans in ministries, departments and agencies in keeping with the required methodologies, formats and the planning, budgeting and review cycle. 
• Advises entities on, and assists them to adopt the appropriate organisational types, structures, systems and processes to achieve business plans and organisational purpose, ensuring attention to cross-cutting considerations, alternative service delivery options and joined up services. 
• Facilitates the delivery of integrated advisory services to ministries/departments/agencies of central and local government to develop and implement a responsive human resource management programme in accordance with their corporate plans; promotes effective human resource practices throughout the public service; 
• Monitors the review of the existing job evaluation and classification systems to determine their ongoing relevance to the jobs undertaken in the workplace; 
• Coordinates the revisions of the job evaluation system and ensures the implementation of new Job Evaluation and Classification Systems; 
• Ensures that the Establishment Act is up-to-date and reflects accurately the staffing , structure and classification levels of the MDAs throughout the Public Sector as a significant input to the effective operation of the ne Human Capital Management Enterprise System 
• Facilitates the development of frame-work documents and service or performance agreements, the adoption of appropriate performance standards, the identification of areas for improvement in existing standards or the need for new ones. 
• Oversees the re-engineering of business processes ensuring that the identification and incorporation of best practices across the public/private sector and other external sources. 
• Develops, promulgates and monitors strategic decentralized human resource management and development plan for the public sector and assists organisations with implementation.
• Ensures that the goals, priorities of government are communicated to staff and that they are fully aware of the reform initiatives/agenda. 
• Manages and co-ordinates the activities of the Branch, determines priorities, monitors programmes to maintain high standards and an optimal mix of activities directly contributing to the achievement of the objectives of the reform programme. 
• Participates in the formulation of strategic/corporate and operational plans for the Division and the Branch, the development of objectives and the setting of priorities. 
• Budgets and negotiates for the allocation of financial resources required for the effective delivery of programmed activities. 
• Participates in monthly/quarterly/annual performance review and reporting. 
• Takes decision as to approach to be adopted in conducting assignments/projects; 
• Determines the most effective use of resources in the context of the approved budget; 
• Forecasts, plans for short and long term, Branch workloads on basis of organisational, financial and other indicators and controlling assignments to achieve a satisfactory balance between the division of work, capabilities and availability of staff. 
• Interfaces with Heads of Ministries/Departments/Agencies to determined and define challenged/problems and organizing for the appropriate delivery of services. 
• Provides management advice on a wide variety of issues. 
• Analyses organizational or staffing proposals / requests that have serious implications for the Wage Bill of government; aspects of delegation, and strategies and alternatives to strengthen modernization/reform initiatives. 

REQUIRED COMPETENCIES:

• Excellent technical skills in the field of management analysis, job evaluation, and classification standards development, 
• Excellent communication skills, extensive experience with customer contact; 
• •Strong reasoning skills in conducting complex assignments;
• Leadership skills; 
• Skills in negotiating with high-level personnel; 
• Excellent interpersonal, staff management skills together with professionalism and understanding in dealing with all level of personnel;
• Ability to supervise a project management programme by establishing objectives and performance goals; 
• Leadership – Ability to provide effective leadership to teams
• Analytical – Ability to think logically, analytically and creatively.
• Negotiation & Persuasion – Possess good negotiation and persuasive skills.
• Interpersonal Skills – Possess good interpersonal skills. 
• Initiative and Innovation – Ability to exercise initiative and sound judgment. 
• Output – Deliver output of a consistently high quality. 
• Team work – Ability to lead and work efficiently in a team environment.
• Job Knowledge – Ability to demonstrate thorough knowledge of the job.
• Confidentiality and Integrity – Ability to consistently remain confidential. 

QUALIFICATION & EXPERIENCE:

• Master’s / BSc. in Human Resource Management/ Public Policy / Public Sector Management/ Liberal Arts, 
• Specialised Training in Management Analysis, Job Evaluation and Classification Standards Development, 
• At least ten (10) years’ in related experience or any equivalent combination of education and training that provides the required knowledge 

SPECIAL CONDITIONS ASSOCIATED WITH THE JOB:

• Long and unscheduled work hours to meet critical deadlines, including on weekends and public holidays. 
• Normal office environment. 

We thank all applicants for the interest expressed; however, only shortlisted candidates will be contacted.