HR Manager

Minimum Requirements:

• Minimum bachelor's degree in HR Management.
• Experience as an HR generalist coupled with extensive ER specialist experience.
• Minimum of 8 years HR experience at a senior manager level.
• Extensive knowledge of Labour Law, and broad Union exposure.
• Strong recruitment experience and demonstrated ability to improve staff retention strategies.
• Strong organizational, critical thinking, and communication skills.
• Able to work cross-functionally and engage with all the necessary stakeholders.
• Registered Skills Development Facilitator, Moderator, and Assessor will be advantageous.
• Very well-rounded general management skills.
• Dynamic, intelligent, personable, hands-on self-starter with excellent interpersonal skills, highly ethical with a strong work ethic.
• Assertive, resilient, persuasive, and diplomatic with strong leadership skills, able to function in a tough independent environment, handle stress and pressure and stand his/her ground when necessary.
• Confident bearing, credible, and articulate with the ability to establish relationships, communicate and negotiate at all levels.
• Excellent written and presentation skills.
• Highly motivated, creative, and innovative with the ability to work on own initiative.
• Analytical with excellent planning and organisational skills.
• Very strong business and financial acumen.

Responsibilities:

• Lead and supervise the HR Business Partners team, providing guidance and direction.
• Ensure that performance management, recruitment planning, and execution are carried out effectively, providing appropriate guidance and action to stakeholders.
• Offer expert support to Business Line Managers, assisting with various HR-related matters.
• Assist with BBBEE, Employment Equity, and Skills Development initiatives.
• Oversee and manage all disciplinary hearings or proceedings.
• Collaborate with Managers to effectively manage and resolve complex employee relations issues.
• Mitigate risk to the business by overseeing and managing HR and IR processes.
• Ensure alignment of all processes with legislation, company policies, procedures, and precedent.
• Manage and monitor all employee relations matters, compiling monthly statistics reports as needed.
• Implement streamlined HR reporting for the South Africa region to the Regional Office.
• Manage and oversee requirements related to external audits from parties such as the Labour Department and NBCRFLI.
• Actively participate in Trade Union negotiations and handle any necessary correspondence or actions with Trade Unions.
• Take responsibility for job grading and gap analysis in accordance with the NBCRFLI collective agreement nationally.
• Support talent management and employee development by identifying potential talents and creating succession plans for key roles.
• Manage day-to-day activities of the HR Business Partners.
• Design an HR strategy which is aligned to the unique requirements of the business.
• Ensure that the implementation of this strategy is managed, monitored, and reported upon on a regular basis.
• Ensure optimal, efficient and correct levels of resourcing across the business, as well as give direction/input in the decision making of senior appointments within the area in accordance with the applicable policies and legislation.
• Establish the resourcing requirements of the business by developing relationships and working with key stakeholders.
• Oversee the recruitment process to ensure that the right people are attracted and selected into the organisation - professionally, effectively, and efficiently.
• Ensure that new hires are optimally inducted through various onboarding programmes.
• Manage the Graduate Recruitment and Learnership programme throughout the year, encompassing: a needs assessment by the business, developing relationships with the various tertiary institutions, screening and selection, as well as the development/rotation programme of the graduates.
• Ensure that all appointments, transfers, and promotion practices comply with company policies and procedures as well as the relevant labour legislation.
• Ensure that all remuneration processes are set up in accordance with the policy.
• Accountable and responsible for coordinating the Annual Salary Increase process.
• Accountable and responsible for coordinating the Annual Bonus process.
• Drive the implementation of the company recognition programme, as well as develop other reward and recognition initiatives specific to the requirements of the business.
• Ensure disciplined execution of the Performance Management process and the cascading of KPIs to ensure strategy execution.
• Ensure that line managers and employees are familiar with the philosophy and principles underpinning our Performance Management Process as well as the VPP.
• Ensure that line managers are able to set Smart KPI's (key performance indicators) for employees.
• Track poor performance in the business and report on these cases as well as ensure that appropriate corrective actions are taken.
• Ensure that line managers are supported with disciplinary and performance issues.
• Respond to all grievances lodged and resolve accordingly.
• Ensure legal compliance pertaining to our policies and procedures as well as the LRA.
• Ensure that a training needs analysis is conducted for all employees across the business.
• Ensure that a Skills Matrix is developed for key technical areas.
• Ensure that training and development initiatives are linked to the strategic objectives and requirements of the business, as well as ensuring career development for employees.
• Ensure the ongoing development of leadership talent.
• Ensure that key talent is identified and that an appropriate retention strategy is implemented for these individuals.
• Work with line managers to design bespoke training programmes as required by the needs of the business.
• Submission of discretionary and mandatory grants and maintain a good relationship with TETA.
• Ensure funds given by TETA are used and allocated appropriately.
• Drive the implementation of the company's transformation strategy, especially the areas of Employment Equity and Skills Development and Broad-Based Black Empowerment.
• Oversee all daily operations of the HR function ensuring a positive employee experience at all times.
• Manage all legislative and compliance requirements by providing timeous information for the annual Employment Equity Report, Annual Training Report, and Workplace Skills Plan.
• Focus on aspects such as change management, transition management, conflict management, team development, and various other people management interventions to ensure that employees remain engaged and committed to the company.
• Manage an HR team who will be responsible for the execution of the People and Culture strategy across the various Lines of Businesses and Regions.