Duties include, but are not limited to:
Recruitment and On-boarding of Employees
Participate in the selection process, in collaboration with the HRBP and line management.
Manage the employment contracting, enrolment and on-boarding process.
Analyse trends and propose alternative recruitment sources.
Responsible for effective and efficient management of the recruitment and on-boarding processes.
Talent Management
Implement talent management processes by educating line managers and employees on the processes.
Manage the talent management processes and monitor adherence.
Analyse all talent management related data and recommend changes where necessary to facilitate process improvement.
Facilitate talent management processes implemented and used effectively.
Adhere to deadlines and processes to ensure they are completed on time.
Responsible for talent management data integrity.
Employee Relations
Assist in providing a first line labour relations consulting service.
Promote dispute prevention.
Evaluate merits of the case and advise on process and preparation required.
Attend hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness.
Facilitate timeous resolution of grievances.
Understand Labour Legislation, related policies and procedures and communicate applicability to line management and employees.
Advise and educate line managers and employees on documented employee relations processes, legislation, and policy application.
Ensure relevant hearings and grievance meetings are set up.
Review the work of subordinates in terms of their drafting of relevant documentation.
Enable the transformation of the ER culture, especially within line management.
Implement partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department.
Compliance with procedural and substantive fairness requirements.
Accurate, relevant, and complete documentation and system management.
Remuneration and Employee Benefits
Understand all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers.
Perform calculations and formulae related to remuneration and benefits.
Perform salary benchmarking and compile comparative ratios to ensure internal equity and external competitiveness.
Perform audits and highlight inequalities in remuneration and benefits.
Facilitate compensation and benefits for employees.
Accurate calculation of remuneration, rewards, and benefits.
Staff Movement and Separation of Employees
Manage the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation).
Manage the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity).
Efficient and effective implementation of staff movement and separation processes and procedures.
Process Efficiency
In-depth understanding of HR processes highlights any inefficiency and recommends corrective actions.
Lead the implementation and execution of solutions.
Have knowledge and understanding of HR policies, processes and systems and communicate these effectively to all relevant stakeholders.
Advise and educate on the correct application and intent of HR policies, processes, and systems.
Regularly review work against compliance and required objectives and standards.
Monitor line management's application and implementation of HR processes.
Direct employees and line management with the correct route to take with more complex HR issues.
Ensure the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR).
Facilitate increased HR process efficiencies in business.
Effective implementation of relevant HR solutions.
Act as a clear single point of contact for HR related issues.
Provide enhanced service to employees and line managers.
Change Agent
Implement clearly defined change management processes and facilitate the successful implementation of change projects.
Utilise necessary material to support line management and employees in adhering to change expectations.
Coach and educate line management and employees in respect of the practical application of the change processes.
Facilitate change management projects and processes implemented.
Leadership and Growth Results
Support and articulate vision and values and goals aligned to business direction.
Continuously seek to improve personal mastery, professional and business growth (ensuring technical / professional development in specialist area).
Share expertise freely and often.
Demonstrate the Enaex values.
Ensure personal development plan is executed.
Ensure best practices adopted.
Customer and Relationship Results
HR marketing and communication.
Understand the people needs of the Business and can communicate and market the relevant HR service offerings.
Knowledge of service offerings of internal and external service providers and can effectively utilise such offerings to satisfy people related needs of the business.
Investigate and recommend alternative or new service providers.
Customer Relations
Correctly identify customer needs and challenges.
Proactively educate customers of changes to HR policies, processes, systems and product offerings.
Pro-actively engage with customers through participation at employee forums, management meetings and one-on-one interactions.
Build effective relationships with own team and network.
Educate, coach and support line management on developing values-based partnerships within the Business Unit.
Employee Engagement
Pro-actively engage with employees through informal and formal interaction, information sharing and providing general advice.
Translate employee issues into potential business risks and advise relevant stakeholders accordingly.
Take the necessary action where risks are identified.
Challenge and reframe employee thinking in a positive framework.
Positively advocate engagement.
Explain rationale of and provide perspective on company projects, procedures and policies.
Implement initiatives to enhance employee motivation, engagement and empowerment.
Ensure that the Business Unit is aware of HR processes and makes use of HR services.
Effective identification and utilisation of internal and external service providers with relevant products and services to meet Business needs.
Have a full understanding of customer needs.
Project a positive image of HR and the company.
Ensure increased performance through effective working relationships.
Ensure positive employee relations.
Ensure a trusting environment.
Responsible for reducing risks.
HR Analytics
Use HR technology and systems to analyse and interpret relevant HR data.
Compile and present meaningful HR reports through interpretation, comparisons, and trend analyses.
Oversee the process of ensuring data integrity of HR system.
Interpret relevant research on best practice as it relates to HR analytics.
Accurate and reliable calculations and reports.
Relevant analytics facilitating effective decision making based on empirical information and accurate data.
Sound governance and people risk management.
Minimum Requirements
B. Degree / B Tech in HR or Behavioural Sciences or equivalent.
6-8 years generalist HR experience.
Proficient level of Talent Management skill.
Basic understanding of Organisational design.
Proficient understanding of Change Management.
Proficient understanding of the HR value chain.
Basic understanding of the Management Consulting Principles.
Advanced understanding of HR Information Management.
Advanced understanding of HR legislation and company policy.
Proficient level of business understanding and skills.
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