Job Description

Functional Area Components (The main components for each Key Function that describe the standard of performance required)
Business Partner
Work collaboratively in partnership with Management, delivering the development of HR innovations that enhance service delivery for the business
Conduct monthly meetings with respective Senior Management team ensuring an effective level of business literacy of each designated business unit, their SLA objectives and risks, the mid to long term plans, and the impact of the associated risks to the business
Conduct weekly meetings with respective business units and build strong working relationships based on credibility and open communication
Interpret HR policies and procedures, employment legislation, recruitment strategies, employment equity and change management processes, providing professional solutions where issues of risk arise
Adopt a coaching partnership approach in providing management with information to facilitate effective and consistent empowering people management, thus enabling managers to assume increasing responsibility for all aspects of people management (e.g. coaching, counselling, skills development, disciplinary actions, transformation, performance)
Work closely with management and employees to improve working relationships, build morale and increase productivity, and staff retention
Analyse HR monthly report trends and metrics, and develop solutions and programmes to proactively address and resolve emerging areas of concern
Performance Management
Provide coaching and guidance that is consistent with the companys policies and procedures, and effectively manages the employee performance to achieve business targets and objectives
Employee Relations
Consult and advise management and employees with regard to labour legislation, policies and procedures within the framework of the Company policies.
Monitor internal labour relations trends and submit relevant reports
Facilitate and conduct negotiations and consultations with organized labour, and monitor, review, and suggest interventions to optimise collective agreements and wage negotiations within the framework of the Company policies.
Provide advice and training on company Labour Relations policy, and related legislative acts
Support line management to resolve workplace conflict situations, consulting and negotiating with unions and external stakeholders where applicable
Address disciplinary and / or non-performance issues, according to company policy, and communicate effectively with management and employee regarding corrective action
Prepare and conduct representation for legal proceedings at CCMA
Manage and resolve complex employee relations issues. Conduct effective, fit-for-purpose and objective investigations
Employment Equity
Ensure the execution and implementation of employment equity as contemplated in the EE plan
Analyse the workforce profile in terms of representation (monthly EE stats) and determine trends and degrees of under-representation
Report to relevant Management on the status of employment equity and highlight discrepancies, concerns and opportunities to overcome barriers for achievement
Assist Senior Management with the preparation, consultation and implementation of their respective EE Plans
Monitor recruitment, promotion, learning and development processes in terms of achieving Employment Equity objectives
Review and amend where applicable, business unit practices or procedures which have been identified as barriers in achieving employment equity
Actively promote cultural change and support continuous transformational improvement in the business units to provide a high quality, professional, consistent and cohesive HR Service
Organisational Development
Take opportunities to build shared understanding and ownership of the Company vision, values, strategies, plans and desired culture
Conduct Interviews with Line Manager
Support the HR division in the development, implementation and evolution of the HR strategy
Lead, coach and motivate others in the development of robust, innovative and creative approaches to service provision, building ownership and employee engagement at all levels
Provide guidance and input on workforce planning, business unit restructures and succession planning
Ensure recruitment of key talents for the business unit
Review and ensure accuracy of all employee information on HR management Payroll information system
Learning & Development
Liaise and communicate with L&D team to identify learning and development needs, and individual coaching needs and evaluate and monitor the success of all development programmes
Ensure critical skills and learning interventions are identified, which support the development of improving employees abilities and contribute to the efficiency and quality of service delivery
Assist management to ensure learning and development needs are prioritised and implemented timeously and contribute to efficiency and quality of the business unit operational service
Provide guidance and assistance with succession planning, talent tracking, accelerated development, career developmentQualification Requirements and work related experience
Grade 12
Tertiary qualification related to the function, i.e. HR Diploma or equivalent
Minimum 3-5 years Human Resources Generalist experienceProfessional Registration Body
N/AMinimum Knowledge Requirements
Good understanding of all the appropriate Acts (LRA, BCEA, OSHA, COID, EEA)
Familiarity with business software such as Microsoft Office (Excel, Power Point, MSWord)Key Competencies Required (include competencies obtained through internal learning and development)
Skills
Applying Technical Expertise
Analysing
Persuading and Influencing
Deciding and Initiating Action
Drive for Results
Working with People
Leading and Supervising
Communication
Formulating Strategies & Concepts
Relating & NetworkingValues / Behavioural
Reliability
Responsibility
Commitment
Integrity
Diversity and InclusionAdditional Responsibilities and Skills
Have the ability to take on additional responsibilities. Incorporate the current and additional clients into existing processes and make effective decisions at strategic, technical and operational levels as and when that may be required.Key result areas
Understand role of reporting to the business and client
Understand interworking with various teams to ensure client financial compliances
Understanding that feedback and communication is critical to success

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