Bachelor's or equivalent 3 year degree.
5-10 years experience in a Employment Equity role.
Detailed knowledge and experience in the Employment Equity field.
EMPLOYMENT EQUITY STRATEGY AND IMPLEMENTATION:
1. Contribute in the review and update of the company Employment Equity strategy together with including relevant progress within Group and ensuing the strategy remains relevant.
2. Work with relevant stakeholders to implement plans and initiatives leading to alignment with the strategy.
3. At divisional level, set organizational targets.
4. Monitor and report on progress in delivering EE targets, proactively identifying and addressing potential problems as they arise.
COMPLIANCE:
1. Responsible for employment equity annual reporting, alignment of initiatives aimed at achieving employment equity beyond legislative compliance.
2. Provide inputs in the compilation of annual Employment Equity plan as per the Department of Labour (DoL) requirements."
REPORTING:
1. Lead the Employment Equity Committee and reporting function.
2. Work with the Learning and Development Manager to ensure accurate plan submission and reporting to relevant regulatory bodies.
3. Regularly communicate progress to Exco and other internal stakeholders.
4. Assist with the development of an effective EE reporting and monitoring tool.
5. Work closely with internal stakeholders to develop an EE communication plan and to update external stakeholders as required.
6. Utilise statistical information necessary to proactively assess employment trends and to evaluate progress of designated associates within occupational levels.
7. Consolidate and report on EE targets across the Group.
EMPLOYMENT, TRAINING & SUCCESSION PLANNING:
1. Be involved in the identification, assessment, development planning and review of successors to ensure alignment with the EE strategy.
2. Contribute to regular updates to succession plans with a focus on alignment with the strategies.
4. Partner with the Learning and Development Manager to ensure adequate training programmes and initiatives are available to support potential successors and all other associates.
5. Work with Divisional People Directors / Heads of People / People Managers, to implement EE programs across all divisions.
6. Support new business development initiatives with transformation and/or succession strategies, both internally and externally.
7. Identify internal and external work assignments for further learning when applicable."
GENERAL:
1. Liaise with external consultants.
2. Build strategic relationships with relevant stakeholders, including developing relationships with Black Business groups to identify potential new equity suppliers to company.