HR Systems and Quality Enhancement
1. HR Systems
The HR Systems section is responsible for the provision of technological systems support to the HR Department. This includes: the review and analysis of HR business processes to ensure that they remained aligned to UP and HR policies; system maintenance and testing; user support and training on all the PeopleSoft HR modules and other standalone HR management systems; and the provision of HR reports, statistics and metrics as required by legislation, the executive, senior management and operational management.
In addition to providing support to internal to HR, the division also provides support and assistance to all staff who use the HR System for transactions such as leave, overtime, claims and HEMIS. Further support is given to new career applicants to the University to help them navigate the on-line application process.
2. Quality Enhancement
This office is responsible for the provision of a centralized administration and transactional service, including the capturing and processing claims, appointments, terminations of service, employee data changes and all transactions that impact on the payroll. Most enquiries with regard to these transactions can be addressed to HR Business Partners responsible for a particular faculty or support service department.
This section in the Shared Services Division also takes responsibility for maintaining the post structure of all positions in the University for budgetary and staffing purposes.
3. Strategy and Compliance
Ensures best practice HR services and HR alignment to the UP Strategic Plan. It provides an overarching regulatory role across all HR functions with particular reference to the strategic dashboard, HR governance and overall organisational performance.
4. Customer Relations and Communication
The role of this section to promote the brand of the Unversity to prospective employees and the ensure that all HR policies, procedures and system changes are communicated effectively to the University community.
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Last edited by Paul KrigeEdit