Job Purpose The provision of sound HR advice, support and guidance to units/sites* across the scope of:
Workplace Improvement initiatives
Industrial relations
Employment equity and transformation
Training and Development
Recruitment and staffing
Employee administration (incl. benefit administration and management reporting)
* Site/s size must be minimum 150 employees, with no HR Manager on site OR big site (350+) where there is an HR Manager on site but the HRM is responsible for multiple sitesResponsibilities by FunctionCustomer Relationships (Internal)
Effective relationships in place
Line management acceptance of advice and guidance provided
Active participation in business / unit forums as HR advisor
Service Level Agreement agreed and signed off
Familiarisation with unit teams
In-depth understanding of HR objectives
Customisation of programmes
Facilitation of relationships with businesses / units
Participation in multiple unit forums
Management of customer expectations against functional requirements and roles
Time management and prioritization of activities
How to approach line manager
Workplace Improvement Programmes
Assist in formulation of project plans in line with business / unit objectives
Project plans implemented and managed according to agreed requirements
Ongoing coaching, advice and support provided to line management
Development of unit specific plans in conjunction with team (HR & Unit)
Active participation in implementation activities
Sourcing and provision of specialist advice and guidance to line management
Coordination of implementation reviews and assessments
Development of improvement / corrective measures in conjunction with team (HR & Unit)
Recommendation of implementation tactics i.r.o agreed activities
Timing of interventions
Provision of appropriate assistance
Transformation Programmes
Unit / site specific Workplace Skills Plans developed
Unit / site specific Employment Equity Plans developed
Equity / skills forums established and operational
Internal and external reporting requirements adhered to (EE and skills development)
Ongoing HR coaching and support provided to all transformation programmes
Understanding of business / unit requirements
Understanding of group requirements, policies and procedures
Development and presentation of unit training plan
Implementation and coordination of unit training plan
Convening of unit EE forums
Facilitation of employment equity processes
Development and presentation of unit EE plan
Completion of reports as required
Methodology to implement agreed activities in line with unit / site requirements
Recommendation of supporting interventions
Coordination and facilitation of interventions
Unit Re-Organisation / Restructuring Processes
Input provided into development of rationale and business cases
Policies and procedures interpreted and line management informed
Implementation of restructuring plans agreed with line management
Restructuring processes facilitated in accordance with project plans, business imperatives and legislative requirements
Understanding of legislative and company requirements
Input provided into development and monitoring of plans
Assist in facilitation of consultation processes
Sourcing of specialist advice and guidance to line management
Facilitation of all related activities (e.g. record keeping, calculations, recruitment processes, employee counselling)
Analysis of rationale and consequences of implementation
Industrial Relations
Facilitation of sound industrial relations environment across multiple units/sites
Legislative compliance assured
Advice and guidance provided to line management
Timeous facilitation of industrial relations issues
Assist in coordination of collective bargaining activities across multiple bodies, inclusive of :
– substantive negotiations (wage and collective agreements)- retrenchment consultations
Coordination and management of industrial relations activities inclusive of :
– disciplinary and incapacity processes- grievances
Coordination and management of external dispute resolution processes (CCMA) inclusive of the preparation and presentation of Company cases through conciliation
In-depth understanding of legislative requirements
Monitoring of compliance to legislative requirements
Familiarisation with case law and internal precedent and standards
Active participation in facilitation of collective bargaining arrangements
Provision of input related to contingency planning
Provision of HR advice into industrial relations issues, inclusive of alternatives, precedents, consequences etc.
Preparation of documents and assisting with charge formulation
Minute taking, filing, initiating follow ups
Preparation and presentation of cases (conciliation) at external dispute resolution bodies (CCMA)
Communication and implementation of rulings as directed
Assessment of impact on legal compliance and advising accordingly
Correct formulation of charges, approach i.r.o. grievance, counselling
Recommendations on appropriate course of action to minimise legal comebacks for business
Staffing
Optimum line manning per unit
Timeous filling of vacant positions
Staffing in line with transformation targets
Identifying issues that may potentially increase turnover, employee dissatisfaction
Facilitation of recruitment procedure, incl:
– Preparation of advertisements- Screening and interviewing of candidate
Obtaining salary mandates
Facilitation of all related recruitment processes (e.g. record keeping, induction, documentation)
3 month post induction review interviews to identify issues
Recommendations to line on candidates for interview
Input into candidate selection with line manager
Recommendations to HR Manager and line management on issues and appropriate measures
Employee Administration
Internal management reporting requirements adhered to
Advice and assistance provided to employees and line in terms of policies and procedures
Advice and assistance provided to employees in terms of benefits administration (med aid, allowances, loans, etc.)
Ongoing handling of remuneration related queries and disputes
Understanding of employee benefit and remuneration structures
Accurate recordkeeping in line with legislative requirements
Provision of HR assistance to employees and line i.r.o wage and benefit administration
Analysis of HR advice and business practices against legal requirements
Qualification and Experience:Minimum qualifications required by the position:
Appropriate diploma (inclusive of HR and labour law)
Minimum of 3 – 4 years HR experience (preferably within a manufacturing environment)
Knowledge and proven track record in implementation of workplace improvement initiatives (e.g. employee relation, employment equity, shop floor development programs
Interested and suitably qualified candidates should click here to apply online.
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