HR Manager required for a well-established financial services group located in East London The Group Human Resources Manager will play a crucial role in managing and developing our human capital. The key functions include recruitment and selection, training and development, performance management, employee relations, compensation and benefits, policy implementation, conflict resolution, succession planning, employee engagement and retention, and ensuring legal compliance Experience, Qualification, Knowledge and Skills: 5 years' experience in an HR department, with at least 2 years of experience in a supervisory / management role; preferably within a financial services environment An appropriate HR-related qualification, preferably at NQF-6 level or higher Strong knowledge of labour laws and HR best practices Proven ability and track record of continuous improvement and self-development Strong interpersonal skills and ability to motivate staff Ability to influence and work collaboratively across business lines Effective verbal, listening, and written communication skills High levels of ability to respect and maintain confidentiality Ability to work with minimal supervision Manage high volume of work efficiently Willingness to work overtime when required Key Tasks and Responsibilities Recruitment, Selection and Termination: Identifying staffing needs, crafting job descriptions, advertising open positions, screening CVs, conducting interviews and helping select suitable candidates (in conjunction with departmental heads). Ensure appropriate processes are followed when employees contracts are terminated. Training and Development: Coordinating training programs, identifying training needs, designing development plans and managing company-funded studies (ensuring study applications are correctly done, reviewing applications with departmental heads, arranging payments to education facilities, ensure agreements are adhered to etc). Performance Management : Establishing performance standards, conducting performance evaluations, providing feedback, implementing performance improvement plans. Employee Relations: Handle conflicts, grievances, disciplinary actions, and complaints. Ensure compliance with employment laws and policies. Compensation and Benefits: Helping determine competitive salary structures, administering employee benefits programs and managing compensation-related issues. Leave balance consolidation and tracking. Assisting Financial Department with annual increase and contribution spreadsheets. Policy Implementation: Helping identify HR-related risks (including Health and Safety) and proposing and managing measures to mitigate such risks, including the formulation and writing of relevant policy. Communicate and enforce company policies and procedures. Regularly reviewing policy to ensure that policy remains appropriate. Updating managers on changes in employment laws and regulations. Conflict Resolution: Help facilitate resolution of conflicts within teams or between employees, in conjunction with departmental heads or relevant managers; where possible, helping identify where conflict risk may be present to avoid such conflict. Succession Planning: Helping develop and administer appropriate Group succession plans, including the identification of high-potential employees and where lack of succession planning exists. Employee Engagement and Retention: Help creating and implementing strategies for improving employee engagement and retention. Conducting surveys and analysing feedback. Legal Compliance: Ensuring adherence to labour laws, regulations, and employment standards. Ensuring an awareness of the appropriate regulations that are required to be followed and ensuring that the relevant people in the Group are made aware thereof. Effectively managing regulatory reviews and audits (e.g. from Department of Labour) General Effectively dealing with HR-related requests from auditors during annual audits. Helping compile an annual HR budget for the Group in consultation with departmental heads. Reporting back: Ensuring strong reporting back to direct reporting line and group subsidiary / departmental heads. Only shortlisted candidates will be contacted. Should you not receive a response within 14 days please consider your application unsuccessful. We will keep your CV on our database for any other relevant role s that may arise.
