Operations Directorate
| Human resources at the MRC |
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Structure and contacts
Human Capital Management & Development Directorate organogram (pdf format, 76kb)
Phillip
Swart
Tel:
+27 21 938-0363 | E-mail: phillip.swart@mrc.ac.za
Responsibilities
- HR consultant to the
management and employees of MRC.
- Employee relations,
including labour issues, grievance procedures, facilitation, adherence to
legislation.
- Contract management.
- Remuneration, reward
(see below), incentives and employee benefits.
- Conditions of service,
policies and procedures.
- Job evaluation and
career path planning (promotion).
MRC remuneration philosophy is based on the following principles:
- Supportive of the strategic
goals and business plan.
- A Total Reward approach,
including monetary and non-monetary recognition.
- Flexibility and flexible
options in terms of remuneration.
- Empowerment of employees
to take ownership of restructuring of their packages.
- Reward and recognition
based on the New Performance management System.
- Strategic alignment
of remuneration and reward with strategic requirements of MRC, including
the value system of the organisation.
- Relating remuneration
and reward with international best practice.
- The JE Manager system
of evaluation.
- Attracting and retaining
the best employees in the competencies employees who are top performers,
and hold specialised and important skills and competencies.
All principles to be subject to legal requirements and audit prescriptions.
Valerie Manuel
Tel:
+27 21 938-0854 | E-mail: valerie.mauel@mrc.ac.za
and
Teresa Snyders
Tel:
+27 21 938-0361 | E-mail: teresa.snyders@mrc.ac.za
Responsibilities:
- Salary administration.
- Services rendered.
- Pension Fund Principal
Officer.
Lee-Anne Louw
Tel:
+27 21 938-0853 | E-mail: leeanne.maclean@mrc.ac.za
Responsibilities:
- Performance Management
system.
- Organisational culture.
- Employment Equity.
- Employee and Organisational
Development
- Recruitment, selection
and placement.
- Administration of baseline
salary budget.
- Representative for
Employee Assistance Programme.
- Job evaluation system.
- Job
opportunities
Recruitment, Selection
and Placement (appointment) of staff shall be the necessity of securing the
highest standards of efficiency and competency available through competition,
given appropriate Labour Law principles and the current social context within
South Africa. The MRC fully subscribes to the principles of Employment Equity.
To increase staff diversity, the MRC will particularly encourage applications
from professionals and others who are within the defined designated groupings
specified in the EE Bill.
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