GENERAL PURPOSE
Providing resolute support to the business units within the company on all matters relating to human resources, which includes recruitment and selection, general workplace discipline, company policies, performance management, and training and development. Furthermore, ensuring human resources is managed on a strategic level to achieve company objectives.
RESPONSIBILITIES
ROLE OUTPUTS (Key Performance Indicators)
Designing and implementing performance management systems.
- Workforce planning for fixed contracts (as and when required)
- Induction co‐ordination and management thereof
- Assist departments to facilitate probation training
- Follow up with managers on probation reviews ‐ first 3 months
- General personnel management
- Facilitate high performance culture through coordinating performance management processes, and personal development plans
- Identifying training needs across the organization
- Assist in managing poor work performance
Develop and implement HR resourcing plans by considering immediate and long‐term staff requirements
- Drafting of job specifications for all advertisements
- Liaise with recruitment agencies
- Advertise the vacancies (internal & external) and shortlisting candidates
- On‐going management of all personnel files
- Sit in final interview probation meeting after 3 months
- Consult with line managers with regards to recruitment requirements
- Offers, contracts of employments and job descriptions
Ensure the effective implementation of Transformation Strategies in accordance with legislation
- Give guidance to line managers in the event of changes proposed in the conditions of employment, processes and system
- Give guidance to line managers on various HR related matters, company policy and procedure, etc.
- Consult with employees on all matters relating to their conditions of employment as well as giving guidance on all employee relations matters, including operational issues
- Coordinate Employment Equity and Skills Development Forums
Ensure consistent application of company policies and procedures and managing employee dispute resolution procedures, performing internal audits, and taking appropriate action to correct any employee relations issues.
- Disciplinary process management (hearings to CCMA)
- Employee grievances procedure coordinator
- Manage Incapacity ill‐health cases
- Interact with Trade Unions (where required)
- Leave management
- General HR administration (terminations, IOD, staff communication)
- Facilitate and promote employee engagement and feedback
- Oversee payroll administrative duties such as attendance records
- Consult with employees regarding any changes in their conditions of employment and/or changes in the processes and systems.
EDUCATION
- 3 Years Degree or Diploma and Human Resources
- Honours Degree in Human Resources will be an advantage
EXPERIENCE
- A Human Resource Generalist with 8 years (and a minimum of 5 years) of Human Resource
- 2 years of people management experience
- 8 years Employment Related Legislation
- 5 years Industrial Relations experience
- 3 years Trade Union Liaison
- 3 years Recruitment experience
- Verbal and Written Communication Skills
- Computer Literate