HRD Manager Operations

Previous HRD Manager Operations (Conventional)

ROLE PROFILE

GENERAL CHARACTERISTICS
Group function/ BU Anglo American Platinum Date December 2015
Department/ Operation Human Resources Job band GBF 6/12 - 09014126
Location Operations
Discipline/ Sub-
HR - Human Resource Development
discipline

CONTEXT
HRD Manager Operations ensures that the HRD technical training is in place and performs seamlessly across an Operation.
Manages a Mining Training Centre.

PURPOSE OF THE ROLE

This role is responsible for the management and execution of operational HRD Strategy requirements which includes
technical training of mining conventional, engineering lower skills training as well as legal refresher training.

 Manage an accredited skills development centre

 This role carries a 7.4 legal appointment to ensure compliance with Mine Health and Safety Act and relevant legislation.

WORK OF ROLE (INCLUDING AUTHORITIES AND OUTPUTS)

Work of Role Output
 Responsibility for the implementation and execution of Mining  Training strategy
Conventional Learnerships for Learner Miners, Young Professionals  Training needs analysis
and Learner Officials.  Training planning
 Responsible for personal development, HRD assessment, HRD  Training delivery
learning systems, processes and reporting.  Training evaluation
 Implementation of the HRD governance policy, procedures and  Training administration and
standards. evidential management
 HRD delivery as per HRD services catalogue.  Budgeting development and
 The time frame of work is 1 to 5 years. execution
 Personal Development
 Adherence to HRD Governance
Policies, Procedures and
Standards
 Compliance to MHS Act, MQA
and relevant legislation applicable
to HRD
ROLE RELATIONSHIPS
Managerially Senior HR Manager Operations
accountable to

27/11/2015 This role profile acts as a guide to the role only and additional work outcomes may be required to be performed by the
incumbent
Direct reports HRD Coordinator People Development
HRD Coordinator Engineering Operations
HRD Coordinator Mining Operations (Legal Refresher)
HRD Coordinator Mining Operations (Conventional)
HRD Officer QA and Learning Delivery
HRD Coordinator (Conventional QA & Learning Delivery)
Key internal role HOD Operational Team – Mining / Engineering / Logistics / MRM / Safety
relationships HR Manager Operations
HRD Specialists Technical Training and PD
Senior Manager Talent Assessment and Resourcing
Senior Manager Organisational Development and Transformation
External relationships Department of Minerals and Resources (DMR)
Mining Qualifications Authority (MQA)
Quality Council for Trades and Occupations (QCTO)
Consultants / Service Providers
Contractors
South African Board for People Practices (SABPP)
Chamber of Mines
Department of Education
QUALIFICATIONS, EXPERIENCE, KNOWLEDGE AND SKILLS
QUALIFICATIONS  Minimum of NQF 6 OD ETDP Diploma. NQF 7 Bachelor’s Degree/Advanced Diploma in Human
Resource Development will be advantageous.
 The following Technical Qualification’s to be in place : Blasting Certificate and Mine Overseer
Certificate
 Assessor/Moderator/Lead Auditor Certificate.

EXPERIENCE At least five years HRD experience, of which two years in a middle management level.
Extensive knowledge of ISO system, MQA and relevant Government legislation. Experience in
Project Management will be advantageous.

KNOWLEDGE AND NQF Level 7 Theoretical base descriptors:

SKILLS Scope of knowledge, in respect of which an individual is able to demonstrate integrated
knowledge of the central areas of one or more fields, disciplines or practices, including an
understanding of and the ability to apply and evaluate the key terms, concepts, facts, principles,
rules and theories of that field, discipline or practice; and detailed knowledge of an area or areas
of specialisation and how that knowledge relates to other fields, disciplines or practices.

Knowledge literacy, in respect of which an individual is able to demonstrate an understanding of

knowledge as contested and the ability to evaluate types of knowledge and explanations typical
within the area of study or practice.

Method and procedure, in respect of which an individual is able to demonstrate an

understanding of a range of methods of enquiry in a field, discipline or practice, and their
suitability to specific investigations; and he ability to select and apply a range of methods to
resolve problems or introduce change within a practice.

Problem solving, in respect of which an individual is able to demonstrate the ability to identify,
analyse, evaluate, critically reflect on and address complex problems, applying evidence-based
solutions and theory-driven arguments.

Ethics and professional practice, in respect of which an individual is able to demonstrate the
ability to take decisions and act ethically and professionally, and the ability to justify those
decisions and actions drawing on appropriate ethical values and approaches within a supported
environment.
 Accessing, processing and managing information, in respect of which an individual is able to
demonstrate the ability to develop appropriate processes of information gathering for a given
context or use; and the ability to independently validate the sources of information and evaluate
and manage the information.

Producing and communicating information, in respect of which an individual is able to

demonstrate the ability to develop and communicate his or her ideas and opinions in well-formed
arguments, using appropriate academic, professional, or occupational discourse.

Context and systems, in respect of which an individual is able to demonstrate the ability to
manage processes in unfamiliar and variable contexts, recognising that problem solving is
context and system bound, and does not occur in isolation.

Management of learning, in respect of which an individual is able to demonstrate the ability to

identify, evaluate and address his or her learning needs in a self-directed manner, and to
facilitate collaborative learning processes.

Accountability, in respect of which an individual is able to demonstrate the ability to take full
responsibility for his or her work, decision-making and use of resources, and limited
accountability for the decisions and actions of others in varied or ill-defined contexts.

 Competent in Operations HR systems and related legislation

 Computer literate for role including SAP HR

CORE HR Demonstrate competence on a Level 2 according to the HR Competency Model in the following
COMPETENCIES areas:
1. Leadership and Personal Credibility
2. Organisational Capability
3. Solution Creation and Implementation
4. Interpersonal Communication
5. Citizenship for the future: Innovation, Technology, Sustainability

HR CAPABILITIES The following HR Capabilities on a Level 2 is needed to do high quality HRD work
1. HRD Service delivery to operation, customer orientation and overall management of the
HRD Function.
2. Talent Management: Analyses supply and demand forecasts for critical skills training to
prioritise operational focus on key critical skills
3. The ability to take a proactive approach to HRD Governance, risk and compliance
4. The ability to take a systematic and integrated approach to data analytics and
measurement
5. The ability to attain high levels of internal customer satisfaction through the delivery of
high quality HRD products and services for the operation.

TECHNICAL Competencies on a Level 2 around improving processes, consulting with line managers in the
COMPETENCIES following areas:
1. Sets up and manages processes to implement the organisation's HRD strategy and
plan at operational level. Understands and operationalises all SA Skills Development
legislation and regulation, ensuring implementation of intent of legislation not only
compliance.
2. Assists line managers to identify relevant competencies, using the organisational
framework.
3. Governance of training providers and sets up processes and systems to manage
training logistics
 1. 4.Sets up processes and systems to capture accurate and relevant training needs,
diagnosing performance barriers and integrating to build a big picture of operational
level training needs
4. Delivery and Evaluation of development activities
5. Coaching and mentoring
6. Induction/orientation
7. Career management: Develops processes for managers and employees to agree
annually on individual development plans, ensuring integration with other HR processes
8. Knowledge management
9. Change Management
10. Provides HRD reports to line managers in own area of responsibility and interprets
these as required

BEHAVIOURS
Complexity Level – HII: Service

The People Development Way

A1 - Broad scanning: Seeking and using the broadest internal and Demonstrates curiosity and interest about the mining
external view, beyond current issues and constraints industry
A2 - Setting direction: Setting clear direction & priorities and gaining
Engages people and delivers plans
support of others
A3 - Leading change: Alerting and engaging people in the need for
specific transformational changes in the way things are done in Anglo Implements change plans
American
B1 - Inspiring others: Energising, developing and enabling colleagues
Builds support
to succeed
B2 - Collaboration: Building relationships and fostering cross
Actively brings people together to deliver work
boundary collaboration
B3 - Impact and Influence: Deepening self-awareness and applying Understands self and is aware of own impact on
influencing techniques that gain commitment and support others
C1 - Decision making: Evaluating info, good decision making,
Makes decisions using both a sense of what is
manage risk, drive safe, reliable and sustainable operations and
correct and logical
protect the licence to operate
C2 - Driving performance: Driving plan delivery, holding people and
Sets high personal performance standards
self to account
C3 - Business acumen: Applying rigorous commercial and business
Understands how value is created
thinking to decision making in order to generate value

SABPP HR Competency Model:

Refer to attached Addendum for detailed descriptors of HR Pillars, Core Competencies, Capabilities and Technical
Competencies on Level 2.

ORGANISATION CHART
 Senior HR
Manager
Operations

HRD Manager
Operations

HRD Officer HRD HRD HRD HRD HRD

QA & Coordinator Coordinator Coordinator Coordinator Coordinator
Learning People Engineering Mining Mining (Conventional
Delivery Development Operations Operations Operations QA &
(Legal (Conventional Learning)
Delivery)