The incumbent will be responsible for providing an effective and efficient human resource generalist function that is aligned with departmental and company strategic goals. The incumbent will be expected to successfully implement HR strategy and deliver customer service within the organization. The responsibilities will include inter alia strategic partnership and organisation design, recruitment and selection, employment equity, salary and benefits management, employee relations, talent retention, performance management, change management, diversity management, skills development, policies and procedures, HR reporting, BBBEE, HR projects and managing staff.
The following responsibilities should be seen within the context of the establishment and development of the relevant competency.
- Skills Development
Identify training /skills / competency needs within the organisation. Coordinate career development, succession planning and talent management needs in partnership with line management. Submit the skills development plan within the prescribed timeframe. Identify skills shortages and where there is need to improve and inform management.
- Employment Equity
Submit the Employment Equity Plans within specified timeframes to the Labour Department. Consult and give input into development of employment equity plans. Identify employment Equity quota requirements and advise on status of compliance to targets.
- Employee Relations
Consult and advise management and staff on Labour relations issues. Ensure awareness on LRA, Basic conditions of Employment Act and all other labour legislation. Represent the company on CCMA Level (conciliation & arbitration).
- HR Reporting and Administration
Manage company payroll administration. Compile monthly management reports all on all key output areas of the position. Perform related duties as assigned by the Head of Finance.
- Performance Management
Coordinate the company performance management process (KPO). Custodian of effective performance management practices. Implement performance management / talent management initiatives. Ensure that performance management is standardized. Ensure that all employees are informed of and trained in the application of the performance.
- Learning and Skills Development
Develop comprehensive career ladders for all job categories in the Company. Identify training, skills, and competency needs within the Company. Ensure the Company’s optimum utilisation of and benefit from the country’s national framework for skills development and training framework. Support business development through the identification of skills gaps aligned with the Company’s growth vision from time to time and proactively recommend skills development plans to fill the gaps.
Coordinate staff wellness systems, raise awareness and report periodically the state of staff wellness based on a comprehensive range of analytics.
- Driving BBBEE strategy
Contribute to the Company’s optimum benefit from the legislative and regulatory framework governing BBBEE by recommending a strategic approach to BBBEE and appropriate implementation plans to achieve the Company’s strategic objectives relating to BBBEE. Coordinate the implementation of the Company’s BBBEE plans and submit periodic reports.
- HR Policies and Procedures
Consolidate HR Policies and Procedures into a user-friendly Manual on HR Policies and Procedures. Ensure annual review of all policies and sign-off on policy updates. Through awareness-raising initiatives, ensure continuous deepening of awareness of Company policies among all staff.
- Prepare the environment for the digital worker
- Drive the use of digital marketing concepts and competencies to stay connected with employees, capture feedback, and adapt the services accordingly
Certificate/Diploma (HR or IR) with specialisation in the relevant area of business
5 years’ experience in the relevant industry