Strategic Implementation
- Define long and short-term tactical people work plans for implementation within the various business units/divisions/contracts.
- Provide direction and guidance to HR planning and contribute to strategic developments within your business units/divisions/contracts in accordance with the overall organizational strategic plan.
- Ongoing development of HR systems, processes and procedures to improve efficiency and reliability of data within all contracts.
- Play a key role in implementation and quality control of HR Strategies.
- Ensure fair and equitable pay structures within all contracts.
- Facilitation of disciplinary hearings, grievances, and appeal hearings.
- Support and on-going advice to line management on ER related matters.
- Implementation of related processes, policies and guidelines that not only meet legal obligations but to ensure a leading position as an attractive and competitive Employer of Choice.
- Facilitate/co-ordinate ER training with the Training Department.
- Communicate ER related process policies and guidelines to line managers.
- Advise on ER issues in line with SA law and regulations, company policy and precedents set, taking account of relevant business objectives/imperatives and industry best practice, to minimise legal risks.
- Manage and provide timely advice/solutions for non-compliance issues.
- Continually monitor effectiveness and compliance with guidelines.
- Minimise costs associated with ER matters.
- Create high level and open communication channels regarding ER issues.
- Conduct all processes in a manner that upholds integrity and all other good governance principles.
- Ensure that ER solutions provided fall within the legislative framework and are best Practices that enable the creation and sustainability of a highly motivating and harmonious working environment.
- Guide Line Managers & Employees on consistent application of the Disciplinary & Grievance Code and Procedure.
- Preparation of CCMA cases and assisting with representation at the CCMA as and when required.
- Manage human resource planning for areas of designation (head count).
- Assess employees levels of competence against the relevant profiles/frameworks when required.
- Compilation of competency based questionnaires to be used in the interview process (when required)
- Implementation of Retention Strategies as approved.
- Facilitation of interviews and taking an active role in the overall selection of the candidates.
- Ensure new employees are inducted and orientated.
- Manage and implement recruitment and selection processes in line with strategy for the area in such a way that efficiencies are achieved and that the area is optimally resourced, through:
- Supporting line management in the selection of staff, ensuring recruits are appropriately profiled for the advertised position
- Identify key posts, ensuring that these are suitably resourced to promote the business' objectives
- Respond proactively to changing resourcing needs, exploring opportunities which promote company image
- Ensure internal controls are complied with to minimise recruitment risk
- Monitor recruitment trends at portfolio level and where necessary implement corrective action in conjunction with line.
- Interpret and implement Divisional manpower plans with a view to operationalising business initiatives effectively.
- Facilitate succession planning, particularly influencing decision around key posts and earmarked successors, and thus ensuring logical and managed career progression, designed to meet future resourcing requirements by engaging closely with line management, the Learning & Development department and Talent Management department.
- Provide support to line management in dealing with staff exits so that the costs associated with these are minimised.
- Accountable to ensure all relevant documentation pertaining to employees are accurate and timely.
- MS Office, Excel, PowerPoint
- Strong communication and interpersonal skills
- Planning and organising
- Time Management
- BCEA, Labour Relations Act, Skills Development Act, Employment Equity Act, Health & Safety Act etc
- Business Culture and Practices
- Employee relations and retention
- Performance improvement and management
- Staff mobility administration
- Section 197 Transfers
- Section 189
- Exit Management
- Self-disciplined, motivated, energetic self starter with an exemplary work ethos.
- Adherence to the Tsebo FSs Values and ethics.
- Strong Management skills
- Manage change management within HR and internal clients environment.
- Proactivity / initiative to introduce on-going changes to maximise productivity.
- Focused and priority driven staying focused amidst the multiple demands and expectations maintaining professionalism
- Apply innovation
- Customer centricity, sense of urgency
- Diplomacy and tact
- Consultative
- Capability to interact with both internal and external customers at all levels.
- Ability to maintain confidentiality.
- Attention to detail with a methodical and structural approach.
- Teamwork and co-operation
- Ability to multitask
- Good decision-making qualities
- Grade 12 or equivalent qualification
- National Diploma/B Degree in Human Resources or equivalent
- Business Management Certification
- Minimum 5 years experience in: Either of the following or combination of (within a corporate environment)
- HR Administration
- Remuneration and Benefits
- Performance Management
- Recruitment & Selection
- Employee Relations
- Learning & Development
- HR Reporting
- HR Project Management
- Organisational Design
- Employment Equity
- Succession Planning
- Skills Audits
- National/International HR experience
