Requirements

• Be in possession of an NQF level 8 Degree preferably a Clinical/Counselling Psychology /Social Work Degree).
• Be registered with a Statutory Council (SACSSP/ HPCSA) to render therapeutic services and have an EAPASA membership
• Must have 5 years of EAP working experience.
• Thorough understanding of the Employee Wellness Strategy.
• Have a driver’s license.
• An understanding of the relevant legislation.

Responsibilities

• Align wellness plan with organisational goals.
• Conduct surveys, focus groups, and or individual interviews to gather comprehensive insights into the wellness needs of employees within the region.
• Develop a holistic wellness program that integrates diverse elements like physical, social, and mental health, nutrition, stress management, emotional well-being, and work-life balance.
• Managing budgets effectively and exploring cost-effective ways to implement wellness initiatives without compromising quality.
• Regularly assess programme effectiveness by using data-driven insights to make informed adjustments.
• Find creative ways to incentivise participation for consistent engagement.
• Regularly communicate wellness program updates, success stories, and upcoming events using various channels like information broadcasts, emails, newsletters, and intranet.
• Implement the ECD, recreation, hostels, and wellness unit program plan.
• In-depth understanding of various lifestyle choices, stressors, and their impact on overall well-being to promote healthy choices.
• Promote Mental Health Awareness and recognize signs of mental health issues, address, provide support, and promote a stigma-free environment.
• Conduct research into substance abuse prevention and intervention strategies. As well as understand the complexities of addiction and its effects on employees.
• Explore advanced EAP strategies. Consider tailoring services based on employee demographics, industry-specific challenges, and cultural nuances.
• Manage clinical cases and understand risk identification, timely interventions, and ethical considerations.
• Build a robust network of therapeutic counsellors and specialists to ensure appropriate referrals based on individual needs.
• Monitor and evaluate the impact of the initiatives, and ROI which includes employee satisfaction, productivity gains, and reduced absenteeism.
• Collect detailed health and wellness data, including individual health risk assessments and participation rates.
• Analyse patterns and trends. Consider statistical methods, predictive modelling, and benchmarking against industry standards.
• Fine-tune programs based on data insights. Proactively address emerging wellness needs.
• Create a concise insightful report that highlights key findings, actionable recommendations, and ROI metrics.
• Collaborating across departments, engage HR, occupational health, labour relations, and other relevant teams to understand their perspectives and integrate wellness seamlessly.
• Collaborate with external wellness service providers, navigate contractual complexities, negotiate terms, and ensure alignment with organizational goals.
• Advocate for employee wellness at senior management levels to balance organizational priorities with employee wellness needs.
• Collaborate with experts in nutrition, mental health, stress management, etc. to create a comprehensive wellness program.
• Encourage leaders and managers to actively participate in wellness initiatives as their engagement sets a positive example and motivates employees.
• Manage Volunteers (Champions and Embrace) regional wellness activities.
• Understand the legal complexities of privacy laws, consent requirements, data protection, and impartiality regulations.
• Balance employee wellness with legal boundaries, especially in scenarios where confidentiality conflicts with risk management.
• Knowledge of Ill-health and Incapacity legislation to ensure wellness programs accommodate employees’ diverse needs.
• Comply with ECD, recreation, hostels, and wellness unit statutory requirements.
• Managing diverse teams, resources, and processes.
• Coordinate and supervise activities of multiple facilities (creche, recreation, hostels, wellness unit).
• Management and support of employees during crises such as sudden death/accident.
• Support and strengthen employee resilience, adaptability, and coping mechanisms during crises such as pandemics, disasters, poaching upheavals, etc.
• Empower team members by delegating tasks appropriately.
• Performance management through regular assessment of the team’s performance.
• Build and nurture relationships with subordinates.

Documents Required

Interested persons who meet the above-stated qualifications should forward their applications which should consist of a cover letter, detailed Curriculum Vitae, certified copies of qualification(s), and Identity Document (certified within the past 3 months).

Applicants in possession of foreign qualifications are to submit evaluated results by the South African Qualification Authority.