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Job Description
HR Strategy: Assist with the development of the Human Resources Management Strategic and operational plans.
Corporate Social Investment: Implement social and labour plans.
HR Legislation: Translate legislative changes into relevant HR Policies and Practices. An in-depth understanding of and compliance with the relevant HR Legislation (Labour Relations Act, Employment Equity Act, BBBEE Act, Skills Development Act, MIBCO Main Agreement, etc.).
Employment Equity: Design and develop interventions and action plans to support the implementation of the EE strategy. Manage the implementation and ensure compliance with the EE strategy. Participate in the implementation and utilisation of equity-related processes. Co-ordinate EE and Training Committee meetings and consult with all stakeholders.
BBBEE: Create awareness of BBBEE within the Group.
Labour Planning: Monitor, report on trends and provide advice to Line Management regarding labour statistics.
Recruitment and Selection:
Compile and place adverts for recruitment.
Shortlist suitable candidates and compile candidate reports.
Co-ordinate the recruitment process, prepare interview packs, and conduct recruitment interviews.
Ensure verification of candidates' credentials (qualifications, references, etc.).
Make formal offers of employment and compile and issue letters of regret to unsuccessful candidates.
Co-ordinate the sign-on process (medical, employee data, payroll info, etc.).
Transition: Co-ordinate the employee exit process and conduct exit interviews.
Industrial Relations (Regional Level):
Monitor consistent application of IR processes, policies, and procedures.
Monitor and advise on substantive conditions of employment and related rights and obligations.
Facilitate external IR processes (CCMA, Labour Court, DRC, etc.).
Monitor the IR climate and advise Line Management on appropriate actions.
Represent management in consultations and discussions with stakeholders on matters that arise at plant level.
Facilitate the resolution of employee disputes, grievances, and conflicts.
Co-ordinate and provide advice to all stakeholders on disciplinary proceedings.
Facilitate formal and informal communication with Unions and Shop Stewards.
Monitor national annual wage negotiations with Trade Unions and manage the implementation thereof.
Keep abreast of IR developments, trends, court judgments, communication systems, etc.
Performance Management: Instil a Performance Management Culture in the organisation. Facilitate the Performance Management process and administer performance management records.
HR Systems: Evaluate the effectiveness of HR Systems and establish new system requirements. Comply with the requirements of the HR Quality Systems.
Communications: Develop and co-ordinate internal communication programmes to facilitate business outcomes.
Teams Process: Design Teams process interventions and action plans. Facilitate Change Management initiatives.
People Management:
Ensure an enabling climate/culture.
Ensure a safe, secure, and legal working environment.
Coach and counsel people to ensure improved performance levels.
Ensure discipline is maintained in the department (absenteeism, lateness, overtime, misconduct, etc.).
Resolve grievances and disputes.
Continuous Improvement: Keep abreast with the latest trends and developments in the Human Resources field.
Reporting: Compile HR monthly reports.
Employees shall perform the duties as assigned to them diligently and to the satisfaction of Management. The job description represents the outline of the duties to be performed and the responsibilities of the employee. Nothing shall prevent management from assigning additional tasks to an employee or assigning the employee to a different job, provided an explanation of the reasons is given.
Minimum qualifications: Bachelor's Degree or BTech in Human Sciences, Human Resources Management, or Industrial/Organisational Psychology.
Additional qualifications: Bachelor's Degree or Diploma in IR/Labour Law.
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