To optimise the HR processes and to ensure the improvement of relationships between stakeholders in order to meet organisational objectives.

 

HR Strategy:

• Assist with the development of the Human Resources Management Strategic and operational plans.

 

Corporate Social Investment:

• Implement social and labour plans.

 

HR Legislation:

• Translate legislative changes into relevant HR Policies and Practices.
• An in depth understanding of and to comply with the relevant HR Legislation (Labour Relations Act, Employment Equity Act, BBBEE Act, Skills Development Act, MIBCO Main Agreement etc.)

 

Employment Equity:

• Design and develop interventions and action plans to support the implementation of the EE strategy.
• Manage the implementation and ensure compliance to the EE strategy.
• Participate in the implementation and utilisation of equity related processes.
• Co-ordinate EE and Training Committee meetings and consult with all stakeholders.

 

BBBEE:

• Create an awareness of BBBEE within the Group.

 

Labour Planning:

• Monitor, report on trends and provide advise to Line Management regarding labour statistics.

 

Recruitment and Selection:

• Compile and place adverts for recruitment.
• Shortlist suitable candidates and compile candidate reports.
• Co-ordinate the recruitment process, prepare interview packs and conduct recruitment interviews.
• Ensure verification of candidates’ credentials (qualifications, references etc.)
• Make formal offers of employment and compile and issue letters of regret to unsuccessful candidates.
• Co-ordinate the sign on process (medical, employee data, payroll info etc.)

 

Transition:

• Co-ordinate the employee exit process and conduct exit interviews.

 

Industrial Relations (Regional Level):

• Monitor consistent application of IR processes, policies and procedures
• Monitor and advise on substantive conditions of employment and related rights and obligations.
• Facilitate external IR processes (CCMA. Labour Court, DRC etc.)
• Monitor the IR climate and advise Line Management on appropriate actions.
• Represent management in consultations and discussions with stakeholders on matters that arise at plant level.
• Facilitate the resolution of employee disputes, grievances and conflicts.
• Co-ordinate and provide advice to all stakeholders on disciplinary proceedings.
• Facilitate formal and informal communication with Unions and Shop Stewards.
• Monitor national annual wage negotiations with Trade Unions and manage the implementation thereof.
• Keep abreast with IR developments, trends, court judgements, communication systems etc.

 

Performance Management:

• Instil a Performance Management Culture in the organisation.
• Facilitate the Performance Management process and administer performance management records.

 

HR Systems:

• Evaluate the effectiveness of HR Systems and establish new system requirements.
• Comply with the requirements of the HR Quality Systems.

 

Communications:

• Develop and co-ordinate internal communication programmes to facilitate business outcomes.

 

Teams Process:

• Design Teams process interventions and action plans.
• Facilitate Change Management initiatives.

 

People Management:

• Ensure an enabling climate/culture.
• Ensure a safe, secure and legal working environment.
• Coach and counsel people to ensure improved performance levels
• Ensure discipline is maintained in department (absenteeism, lateness, overtime, misconduct, etc.)
• Resolve grievances and disputes

 

Continuous Improvement

• Keep abreast with the latest trends and developments in the Human Resources field

 

Reporting

• Compile HR monthly reports

 

Minimum qualifications: Bachelors Degree or BTech in Human Sciences, Human Resources Management or Industrial/Organisational Psychology.

 

Additional qualifications: Bachelors Degree or Diploma in IR/Labour Law