Key Responsibilities: Strategic HR Management Align HR strategies with the overall business objectives to drive productivity and organizational growth. Lead the HR department in implementing policies, processes, and practices that foster an inclusive and progressive work culture. Regularly review and update HR policies to ensure compliance with labor legislation and industry best practices. Provide strategic input into business planning processes regarding workforce requirements and organizational changes. Recruitment & Onboarding Manage full-cycle recruitment, from sourcing to onboarding, ensuring alignment with company goals and diversity targets. Collaborate with department heads to identify staffing needs and ensure timely filling of vacancies. Oversee employee induction programs to ensure a smooth transition for new hires into the company. Performance Management Develop and administer performance management systems that align with corporate objectives. Track employee KPIs and identify areas for improvement. Implement mentorship and development programs for non-performing employees to enhance their capabilities. Industrial & Employee Relations Maintain sound labor practices and manage relationships with trade unions and employee representatives. Lead disciplinary actions, including chairing hearings and mediating conflicts between management and employees. Represent the company in labor disputes and negotiations to ensure mutually beneficial outcomes. Payroll & Benefits Management Oversee payroll processes and ensure accurate and timely salary payments. Administer employee benefits such as medical aid, pension schemes, and other welfare programs. Conduct annual salary reviews and manage bonus distribution in line with company policy. HR Compliance & Risk Management Ensure compliance with all HR-related legislation, including the Labour Relations Act, BCEA, and EE Act. Conduct regular HR audits and implement corrective measures to minimize risks and improve operational efficiency. Employee Wellbeing & Engagement Lead initiatives related to employee wellbeing, including wellness programs, health initiatives, and team-building events. Promote a healthy and productive workplace by fostering employee engagement through feedback surveys and open communication platforms. Learning & Development Develop and implement a talent management strategy focused on employee development, succession planning, and retention. Oversee the company's learning and development programs, ensuring employees have access to necessary training and upskilling opportunities. Transformation & BBBEE Compliance Drive transformation initiatives to meet BBBEE requirements and other diversity targets. Work closely with business units to align hiring and training processes with the company's equity and transformation goals. HR Systems & Data Management Manage WORKDAY to ensure data integrity and operational efficiency. Manage HR data, ensuring timely reporting and resolution of system queries. Key Qualifications & Experience: Education: Bachelor's Degree in Human Resources Management or related field (MBA or advanced HR qualifications advantageous). Experience: Minimum of 8-10 years of HR management experience, ideally within a manufacturing or industrial setting. HR Systems Expertise: Strong proficiency in WORKDAY or similar HRIS systems is essential. Legislation Knowledge: In-depth knowledge of South African labor laws, including LRA, BCEA, and EE Act. Transformation & BBBEE: Demonstrated experience in leading BBBEE compliance initiatives. Global Exposure: Experience working in or managing HR systems and practices in global environments is highly advantageous. Core Competencies: Leadership & People Management: Proven ability to lead, mentor, and develop teams. Strategic Thinking: Ability to align HR strategies with overall business goals. Decision-Making: Strong analytical skills and decision-making abilities to resolve complex HR issues. Communication: Excellent verbal and written communication skills, able to engage with staff at all levels of the organization. Change Management: Ability to lead change management initiatives in a dynamic, fast-paced environment. Conflict Resolution: Experience in handling labor disputes and mediating employee relations issues.
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