Our client in Ottery, Cape Town is seeking a highly skilled and experienced Human Resources Business Partner to join their team.
The ideal candidate will have a minimum of 5 years' experience in a similar HR role within a manufacturing environment and a relevant undergraduate qualification in HR.
Accreditation with SABPP or another South African HR professional body is an advantage.
A solid understanding of Human Capital Legislation, particularly PIMCA, as well as proficiency in Microsoft Office Suite and data visualization tools, is essential.
The successful candidate will demonstrate strong decision-making, accountability, and communication skills, along with well-developed leadership abilities, having experience in both leadership and junior management roles.
A recent professional profile photo is to accompany your application EMPLOYMENT TYPE : Permanent SECTOR : Human Resources BASIC SALARY : R37 500.00 START DATE : A.S.A.P / Immediate REQUIREMENTS: Matric Minimum undergraduate tertiary qualification in HR Minimum 5 years' experience in a similar HR role in a manufacturing environment Accreditation with SABPP or other South African HR professional body an advantage Sound knowledge of Human Capital Legislation, with preference to PIMCA Sound knowledge of HR Practice, Policy and Procedure Strong Administration Skills Sound knowledge of Microsoft Office Suite and data visualization tools Well-developed leadership and junior management skills Strong relationship-building and conflict management skills Excellent organizational skills Good verbal and written communication skills (English & Afrikaans) Ability to act decisively and urgently High level of emotional intelligence and interpersonal skills Ability to establish and develop well aligned, supportive teams Appropriate Business acumen and entrepreneurial aptitude Strong problem-solving skills DUTIES: General: Consulting line management on all matters related to Employee productivity Providing daily HR guidance and steer – as per the HR Standards & corresponding policies Analyzing trends and metrics with specialists in the HR team Working closely with the HR team to distill learnings and advocate for change Monitoring and reporting on workforce and succession planning Evaluating training programs to maximize ROI Entrenching Group programs to anchor HR strategic pillars Workforce Planning: Implement recruitment strategies to attract and retain qualified candidates and ensure optimal productivity within the site, budget, quality, and communicated timelines Conduct job analyses, prepare job descriptions, and manage job postings.
Onboard, induct, and orientate all new employees into the company culture, policies and procedures, safety, and overall job requirements as per the onboarding standard Employee Relations: Promote a positive workplace culture and foster strong employee relations.
Serve as a point of contact for employee inquiries and concerns, inclusive of pay queries Counsel employees where appropriate and serve as an information clearinghouse to external services Advise line managers on labour matters and law, assist at disciplinary enquiries, and monitor and advise on employee productivity indicators Address employee grievances, mediate conflicts, and facilitate resolution Implement employee engagement initiatives and programs Employee Wellness: Drive employee wellness initiatives Ensure appropriate OHSA appointments in line with legislation and GAR6 agreements Ensure appropriate handling of all Workplace injuries and related administration Performance Management: Coordinate the performance appraisal process and guide managers.
Monitor employee performance and assist in developing performance improvement plans Provide feedback and coaching to employees and managers Learning and Development: Assess training needs and give input into the Learning and Development budget Coordinate and deliver training sessions on various topics Evaluate the effectiveness of training programs and make improvements as needed Facilitate effective assessment of development candidates and competency mapping Develop and manage contracts linked to learning and development initiatives, such as pipelines, training agreements, and, PDPs, ensuring that the contractual and development milestones are met Reward and Recognition: Administer employee compensation, benefits, and reward programs Ensure compliance with compensation and benefits regulations Preparation of employee-related functions, including but not limited to year-end parties, long service and other awards Assist with payroll processing and other payroll-related administrative tasks as needed, inclusive of but not limited to scanning of leave forms and certificates HR Risk Management: Comply with statutory requirements for compliance and reporting, inter alia Workplace Skills, ATR, Employment Equity, MEIBC, BCEA Give input into HR policies and procedures Maintain employee records and HR documentation HR Technology: Manage assigned HR systems and databases, ensuring that all discipline and training records are captured timeously Maintain employee records, files, and HR-related Administration HR Measurement: Prepare HR reports and analyze HR metrics as required HR Service Delivery and Administration: Sorting of payslips on weekly basis and issue them to supervisors (Philippi) Updating organogram on weekly basis and sending headcount Rostering employees every week Renewal of LDC contracts and termination as required Arrange transport for personnel Loading of new personnel and enrolment on the TNA system Troubleshooting on clocks where required Self–Development and Growth: Realistic assessment of own strengths and development areas and undertake actions to address weaknesses, if any in self that hinder the fulfilment of objectives HOURS: Monday to Thursday: 8:00 – 17:00 Friday: 8:00 - 15:45 Should you meet all the requirements, apply on our website at www.statusstaffing.com today.
Should you not hear back from us within 10 working days, please consider your application as unsuccessful.
We will retain your credentials for future similar roles.