Purpose of the role:
Direct HR programs to ensure the organization's current and future HR requirements are met. Liaise with area managers to develop and implement local HR strategies that are appropriate for their business needs and consistent with the organization's overall HR strategy. Evaluate the organization's future workforce needs in order to recommend changes to the HR strategy and adapt existing HR programs to meet these needs. Lead, direct, evaluate and develop a team of HR professionals to ensure the HR strategy is implemented effectively, within budgets, and complies with all regulations, laws and employment standards.
The job responsibilities:
Talent Management & Recruitment
Manage the internal and external recruitments.
Ensuring that recruitment is in line with EE targets.
Ensuring Job Descriptions and Profiles are updated and current.
Review and shortlist candidates in liaising with line managers.
Ensure due diligence and proper screening, including references and psychometric testing (for specific positions) are performed.
Prepare the offer in line with the budget and compensation & benefits structure. Ensure the correct Job Level Structure is applied.
Prepare new hire introduction and post through internal platforms (emails and intranet).
Follow-up with new hire and Line Managers during the probation period and ensure the relevant steps are followed for the duration of the probation.
Ensure onboarding & induction are facilitated by both HR & Line Managers.
Continuous improvement of Retention & Attraction Strategies.
Conducting succession and workforce planning.
Driving Performance Management.
Working with Line Managers to ensure employee performance and appraisals are conducted quarterly.
Develop Individual Development Plans (IDP) together with Line Managers.
Skills Development
Company skills development facilitator.
Managing Learnership, Internship and Apprenticeship programmes for employed & unemployed learners.
Managing external and internal bursaries in line with organizational skills and B-BBEE requirements.
Working with line managers to identify skills gaps & training needs.
Responsible for the submission of Annual Training Reports and Workplace Skills Plan (ATR & WSP) to MerSETA.
Employee Wellness
Responsible for Employee Assistance Programmes (EAP).
Ensuring annual employee wellness including ongoing mental health awareness initiatives are provided.
Providing employee financial counselling through registered providers.
Providing employee coaching when required.
Ensuring mandatory occupational health & safety trainings are facilitated (including eye & ear testing).
Monitoring Hybrid Work guidelines and procedures.
Labour Relations/Employee Relations
Continuous update of policies and procedures.
Formulations of new policies and procedures according to organizational need.
Ensuring fairness in practice and working the Sandvik way.
Ensuring all employees receive Code of Conduct training and all compliance mandatory trainings such as Anti Bribery training.
Work closely with the Union representations in employment terms and conditions as stipulated by the bargaining counsel (MIBFA, MEIBC).
Ensuring all employees are informed of disciplinary & grievance procedures.
Initiate disciplinary and grievance proceedings.
Handling all internal & external disputes, including CCMA and Bargaining Counsel.
Ensure the process of performance management is followed for non-performers.
Responsible for both Section 197 (transfer) and 189 (retrenchment) procedures.
Adhoc Responsibilities
Change Management & Organizational Development.
Ensure continuous communication during change management.
Responsible for B-BBEE implementation strategy, specifically with regards to EE and Training.
Responsible for B-BBEE data gathering and scorecard.
Ensuring quarterly EE meetings are held and proper record keeping.
Ensure EE plan is enforced and deviations are recorded.
Submit EEA2 and EEA4 annually to department of Labour.
Managing smooth payroll processing and run on a monthly basis.
Ensure Legislative returns are submitted, monthly and annually, i.e., SARS EMP201 & EMP501, UIF Returns, Return of Earnings to the Department of Labour.
Ensure the approximate correct budget is submitted annually and monitored monthly.
Ensure jobs are mapped correctly according to the Job Framework Levels.
Responsible for the update of Compensation and benefits structure.
Administration of pensions fund, medical aid and other externally provided comp & benefits structures.
Managing employee lifecycle.
Qualifications & Experience Requirements
Bachelor Degree in Human Resources/ Industrial Psychology/Social Sciences.
Other relevant qualifications will also be considered.
+5 years Corporate working experience in similar role.
5 years management experience is essential.
Other Requirements & Competencies
Proactive & organized.
Advanced communication & presentation skills.
Excellent interpersonal and communication skills.
Excellent Conflict Management Skills.
Computer Literacy – MS Office – highly proficiently.
Handling information with sensitivity & confidential information.
Knowledge of Workday (WD) ESS.
Strong Knowledge of local Labour Legislation, including B-BBEE, Skills Development.
Leadership skills.
Location: The role is based in Kempton Park Spartan.
What is in it for you?
We offer you an interesting role in an international business environment, extraordinary products, great colleagues, and opportunities for your professional development. At Sandvik, we believe that diversity of experience, perspective and background will lead to a better environment for our employees, our business and, thereby, our customers. Visit our stories hub, LinkedIn or Facebook to get to know us better.
About us:
Sandvik Rock Processing Solutions is a business area within the Sandvik Group and a leading supplier of equipment, tools, parts, service and solutions for processing rock and minerals in the mining and construction industries. Application areas include crushing and screening, breaking and demolition.
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