Hr Generalist Ladysmith

QUALIFICATIONS:
HR Degree, social or behavioural science
2 - 3 years HR generalist experience is essential
Experience in partnering with management on full HR value chain

Partner with leadership to shape and facilitate the execution of holistic people and culture strategies that equip and empower business to achieve its objectives.
The role is responsible for recruitment and selection, talent management, performance management, learning and development, employee relations and wellness and human capital operations including payroll.

Able to offer vision and insight regarding all aspects of HR needed to drive a performance culture and ensure sustainability and competitive advantage.
Displays sound generalist human capital knowledge with exposure to Employee Relations, attraction and sourcing, rewards and recognition, performance management, talent management, learning and development, and HR operations management
Vendor management skills
Regulatory and industry-specific knowledge with deep understanding of labour law and HR legislation
Knowledge of People and Culture systems and processes and how these inter-relate
Knowledge of industry norms and best practices
Project and change management skills.
Relevant systems knowledge, including sound knowledge of the full MS Office suite
Team leadership skills with an ability to lead through influence in a matrix environment
Strong stakeholder relationship building, facilitation and partnering skills
Strategic thinking and enablement skills
Excellent communicator (speaking and writing)
Analytical, creative and resourceful problem solver
Big picture and detail-focused
Able to work in a fast-paced, high pressure environment and navigate change and ambiguity
Highly motivated, energetic and inspired individual
Able to multitask, prioritise, and meet deadlines in a timely manner
Technologically agile

Key Internal Stakeholders:
Manco and all staff, HR Operational Manager, People and Culture and HR peers across the group

Key External Stakeholders:Suppliers including recruitment and training companies and EAP partner, HW SETA,
Department of Labour, consultants, legal advisors and industry forum
Strategic Partnering, Teamwork and Collaboration:
Lead by example in living company values and Leadership Charter
Partner with leadership to identify their strategic people priorities and create and implement plans to achieve these objectives
Provide advice and guidance on HR operational issues to support the business to drive growth and mitigate risk
Ensure the People and Culture agenda is a priority through ongoing coaching of leadership and staff and that the requirements of both are balanced in a fair manner
Build and maintain trusted relationships, displaying abilities to present, advise, influence, facilitate and communicate at all
levels
Use influence to create stakeholder buy-in to proposed solutions and prepare for anticipated change
Encourage and facilitate a collaborative and inclusive working environment
Manage the implementation of customised people solutions and projects in a way that enhances people practices and contributes to business success.
Shape and guide the employee journey from start to exit by providing expert advice, facilitating interventions and executing
HR solutions align with best practice (encompassing for example: talent management, induction and onboarding, performance excellence, industrial relations, employee engagement and exit management)
Create awareness and ensure alignment and implementation of company's People and Culture practices. This includes acting as an ambassador for the brand.
Continually identify and share best practice (with peers across the group where relevant)
Manage outsourced partners in line with SLA requirements
Represent company at relevant internal and external forums as required

Recruitment, Selection and Onboarding:
Continually engage with Manco to understand strategic resourcing needs across departments
Work with Manco and the central People and Culture team to lead Employee Value Proposition development and execution for the company
Ensure organisational structure and role accountabilities are correct, clear and properly aligned and that there are updated job profiles for all roles
Oversee recruitment and selection for all appointments
Work closely with Management and Manco to drive BBBEE / Employment Equity plans and targets for the company
Manage onboarding of Manco members

Performance Management:
Guide and implement performance management process
Manage employee performance issues
Provide guidance to leadership on development and performance management practices
Train and upskill managers on performance management
Work with the People and Culture to develop / strengthen company's performance management system and tools
Employee Relations and Wellness:
Manage the implementation of employee relations practices and take accountability for the outcome of employee relations matters
Support unified culture in ways that are consistent with the groups vision, purpose, values and Leadership Charter
Liaise continually with key internal stakeholders to assess staff engagement, culture and morale and flag concerns / issues
Identify Employee Wellness requirements and potential outsourced partners
Work with EAP (Employee Assistance Partners) to create awareness and drive participatio
Monitor and evaluate implementation of Employee Wellness interventions
Provide expertise and guidance on employee and industrial relations issues
Promote harmonious and business effective relations with trade unions, other IR partners and employees generally
With HR Operational Manager, negotiate with unions to discuss and resolve issues, bi-annual salary negotiations
Provide support around investigations, disciplinary and grievance matters in conjunction with line managers
Represent the company at the CCMA (where required)
Advise managers on all IR matters as well as labour law developments. Where necessary, work with HR Operational Manager and People and Culture to discuss IR issues needing urgent attention
Analyse staff turnover and provide support and guidance where required

Talent and Succession planning:
Create/drive an active talent and succession strategy within the group and ensure, attraction and retention strategies are in place for top talent
Ensure career pathing and succession is in place for key roles
Continually track and assess impact of key people practices, communicate insights to relevant people and recommend/ take remedial action as required

HR Administration, Metrics and Reporting:
Manage the roll-out of HR systems as and where required
Co-ordinate payroll
Analyse and investigate payroll costs.
Implement and analyse HR metrics in areas of responsibility to measure the impact and successful implementation of HR solutions
Conduct root cause analysis of risks and create action plans to mitigate risks.
Assess the return on investment on People and Culture / HR solutions and make recommendations to enhance HR solutions and service delivery
Compile and submit monthly HR reports and other related metrics as required
Prepare and present scheduled reports (e.g. monthly HR reports), developing/ adapting reports where necessary to ensure content and recommendations are meaningful and relevant
Co-ordinate and manage the annual training plan (ATR) and WSP (Workplace Skills Plan) and ensure outcomes are achieved within the financial year
Socialise and implement changes to HR policy
HR Governance and Risk Management:
Drive and monitor compliance to HR policy and take remedial action where needed
Manage adherence to good governance practices and all statutory obligations in terms of the various employment acts.
Ensure costs for services provided by external vendors are appropriate and in line with SLAs

Project and Change Management:
Participate and/or lead projects and evaluate and report on the outcomes thereof
Influence and drive change efforts in support of critical initiatives, with particular focus on culture and shared vision and values
Prepare and present presentations to educate on specific projects and/or changes

Financial Efficiencies:
Act in an ethical, transparent and morally defensible manner, including highlighting unethical practices.
Manage the HR budget, including authorisation of expenditure and implementation of financial regulations and controls
Implement and manage financial risk methodologies, techniques and systems and apply these to monitor and report on financial activities (where relevant to the role)
Assist with negotiating supplier terms and monitor adherence thereto
Interrogate and manage costs of suppliers in relation to industry norms and ensure value delivery from suppliers
Identify business and financial risks and escalate accordingly
Identify opportunities to enhance efficiencies and reduce costs without compromising quality of service delivery
Drive compliance with cost containment measures
Investigate and escalate / resolve non-compliance to organisational policies and practices and report on finding

Teamwork and Collaboration:
Lead by example in living company's values and Leadership Charter, leading by example in positioning the function as a trusted advisor and business partner
Regular Communication and Collaboration:
Foster open and regular communication channels across teams. Encourage
collaboration, idea sharing, and knowledge exchange
Utilise collaboration tools and platforms to facilitate seamless communication, document sharing, and real-time collaboration, especially in distributed or remote work environments

Establishing a Collaborative Culture:
Foster a culture of teamwork and collaboration within the team and across departments.
Encourage open communication, mutual respect, and a shared sense of purpose
Promote a collaborative mindset where
team members feel comfortable sharing ideas, seeking input from others, and working together towards common goals

Cross-Functional Collaboration:
Facilitate collaboration with other departments, to align objectives and maximize synergies
Engage in regular meetings, joint planning sessions, and cross-functional projects to enhance communication, share insights, and build strong working relationships. Encourage information sharing and collaboration to ensure the function supports the
broader organizational goals
Team Building and Skill Development:
Invest in team building activities and skill development initiatives to enhance teamwork and collaboration within the team Foster a supportive and inclusive work environment where team members feel valued and empowered
Conduct team-building exercises, workshops, and training sessions to improve communication, problem solving, and collaboration skills

Collaborative Decision Making:
Involve team members in the decision-making process and value their input and expertise
Encourage participation in brainstorming sessions, problem-solving meetings, and project discussions
Create a forum for open dialogue, where diverse perspectives are considered, and consensus is reached Implement collaborative decision making processes that ensure buy-in and ownership from team members
Knowledge Sharing and Continuous Improvement: Promote knowledge sharing and continuous learning within the team
Encourage the sharing of best practices, lessons learned, and innovative ideas. Create platforms for team members to
exchange knowledge, such as internal wikis, online forums, or regular knowledge-sharing sessions. Foster a culture of continuous improvement where team members actively seek feedback, identify areas for enhancement, and collaborate on process optimisations