Hr Executive

findojobs-za; Pretoria; On-site; ZAR 800 000 - 1 200 000; Full time

Job summary

A premier recruitment firm in Gauteng, Pretoria is looking for a Senior HR Manager to lead organizational strategy and compliance. This role requires a Post-Graduate Degree and at least 10 years of experience. Responsibilities include developing HR strategies, managing recruitment, and fostering sound industrial relations. The ideal candidate will have extensive HR knowledge and strong communication skills, ensuring alignment with business goals. This is a rewarding opportunity on a 5-year fixed contract.

Qualifications

• Not less than 10 years relevant experience in senior HR capacity.
• Three years experience in developing and monitoring large-scale projects.
• Extensive knowledge of labour legislation.
• Practical labour relations experience including dispute resolution.

Responsibilities

• Develop HR strategy aligned to business goals.
• Conduct organisational climate surveys.
• Manage recruitment and staff placement.
• Develop training and development plans.
• Foster sound industrial relations.
• Implement EAP programmes and employee engagement surveys.

Skills

Extensive generalist HR knowledge

Strong communication skills

Analytical and problem-solving skills

Team leading and people management

Attention to detail

Education

Post-Graduate Degree (NQF 8)

Masters degree (NQF 9)

Tools

HR data development tools

Payroll systems

Recruitment management systems

MS Office

Job description

Position overview

Reporting to the CEO, the purpose of the job is to lead and direct the functions of the human resources and organizational strategy and objectives in collaboration with other executives.

It is also to ensure implementation of policies, procedures, while ensuring statutory compliance at all levels.

please note this is on a 5-year fixed contract. Requirements: Post-Graduate Degree (NQF 8) in the relevant discipline for the role is not negotiable.

Masters degree (NQF 9) will be an added advantage. Degrees in human resources, industrial relations, social sciences, BCom HR, industrial psychology.

Professional registration as an HR practitioner or HR professional with the South African Board of People Practice.

Not less than 10 years successful and relevant experience in a senior HR capacity.

Three years or more experience in developing, leading and monitoring large-scale projects.

More than two years experience in preparing, presenting, and submitting reports to different stakeholders, such as EXCO and the Board of Directors / Sub Committees and other delegated structures.

Extensive generalist HR knowledge.

Extensive knowledge of labour legislation, e.g., BCEA, LRA, SDA, EEA, UIF, COIDA, BBBEE codes, SETAs, etc.

The ability to take a strategic, operational, and tactical view of the business.

Practical labour relations experience, including employer representation in dispute resolution for the CCMA / Bargaining Councils.

Experience in design and delivery of training interventions.

Skillful in HR data development and analysis.

Experience in BBBEE compliance, including managing CSI and related projects to improve the company’s scorecard.

Team leading and people management experience.

Participation at executive level decision-making structures.

Computer literacy in HR, payroll systems, recruitment management systems, and MS Office.

The ability to communicate and work well with people at all levels.

Attention to detail and a well-organised approach to work.

The ability to work with numerical information, plus analytical and problem-solving skills.

Extensive experience in writing proposals, motivations, and aide memoires to diverse audiences.

A diplomatic approach and the confidence to liaise with company staff.

Integrity when handling confidential information.

Very strong communication (verbal and written) skills.

Responsibilities

• Develop, implement, review, and monitor an HR strategy aligned to business goals.
• Conduct an organisational climate survey and coordinate implementation of recommendations.
• Recruitment and staff placement: manage recruitment of staff and ensure the alignment of human resources structure to organisational goals/resources/structure.
• Develop and implement an EE plan supported by recruitment and placement activities.
• Manage staff movement.
• Conduct job profiling and align job specifications.
• Monitor termination of employment procedures.
• Learning & development: develop, implement, and monitor a training and development plan and budget.
• Liaise with stakeholders on issues related to HR and human resources development.
• Develop and implement training programmes.
• Conduct an organisational design to align people, processes, and technology.
• Prepare and implement an onboarding and induction process for new employees.
• Implement learnerships/apprenticeships/internships, and on-the-job training.
• Develop, implement, monitor, and evaluate the talent management strategy, including recruitment, retention, performance, and succession management.
• Conduct skills audits.
• Labour relations: foster sound industrial relations throughout the company; develop and review HR policies; manage labour relations, providing guidance on cases of misconduct, grievances, performance, and ill-health; review outcomes of disciplinary and grievance enquiries; represent the company at various labour dispute forums, including SARPBAC and CCMA; consult with trade unions; act as an internal consulting service to role players responsible for HR; develop, implement, and monitor a labour relations and communication plan; lead internal structures to solve problems and improve communication; effectively resolve conflicts among employees and ensure efficient management of workers.
• Remuneration management: institute and manage fair incentive and reward systems; budget preparation and monitoring; manage payroll and employee benefits administration; job evaluation and benchmarking of salaries.
• Employee satisfaction and feedback: develop and implement EAP programmes; undertake employee engagement surveys and implement aligned interventions; manage the general conduct of employees.
• Compliance: keep abreast of the various labour legislation; ensure compliance with SETAs, COIDA, OHSA, EEA, UIA, ISO standards, Income Tax Act, etc.; liaise with statutory bodies for compliance and audits; identify and recommend improvements to internal SOPs, including team restructuring and morale building; support departments to develop and deliver strategic HR plans aligned to business direction.
• HRIS: liaise with the information technology unit to develop, implement, and review HR information systems and processes.
• General: manage the HR department and provide HR support to the company; work with all departmental heads to ensure contractual performance standards are achieved.

Please note only shortlisted candidates will be contacted.

If you have not heard from us in 2 weeks, please consider your application unsuccessful.