HR Officer

International Facilities Services; KwaZulu-Natal; On-site; ZAR 550,000 - 850,000; Full time

Job summary

International Facilities Services seeks an HR operations professional to provide day-to-day support to in-country HR teams across the Group, coordinating recruitment, time and attendance, and employee relations in line with SOPs.

You will monitor payroll cut‑offs, ensure EE and B‑BBEE requirements are met, and assist with compliance audits and cross‑country HR projects. Willingness to travel and a related qualification are advantageous.

Qualifications

• Diploma or degree in Social Science / HRM / Organisational Behaviour and Development.
• Advanced diploma in labour law is an advantage.
• At least 3 years’ relevant experience in an HR function, preferably at officer level.
• Practical exposure to employee relations, employment equity and time and attendance.
• Experience in mining, facilities management, camp services or another shift-based environment is an advantage.
• Valid passport and willingness to travel.
• A valid driver’s licence is preferred.

Responsibilities

• Provide day-to-day support to in-country HR teams across the Group.
• Coordinate recruitment, selection and appointment processes with in-country HR teams.
• Monitor time and attendance across sites with in-country HR teams, so that clocking, rosters, overtime and leave are accurate and reconciled before every payroll cut-off.
• Support in-country HR teams in maintaining a stable and positive employee relations climate including engagement with employee forums and trade unions.
• Coordinate employment equity compliance, including EE reports, EE committee meetings and progress against the EE plan.
• Compile HR evidence for B-BBEE verification, including employee demographics, skills development spend and learnerships.
• Monitor compliance with in-country labour laws across the Group, and to support in-country HR teams in preparing for labour, employment equity and immigration inspections.

Education

Diploma or degree in Social Science / Human Resource Management / Organisational Behaviour and Development

Advanced diploma in labour law

Job description

Purpose of the Role

1. To provide day-to-day support and guidance to in-country HR teams so that people operations across the Group are coordinated, responsive and aligned with SOP requirements.
2. To coordinate recruitment, selection and appointment processes with in-country HR teams, so that the right people are placed in the right roles.
3. To monitor time and attendance across sites with in-country HR teams, so that clocking, rosters, overtime and leave are accurate and reconciled before every payroll cut-off.
4. To support in-country HR teams in maintaining a stable and positive employee relations climate, including engagement with employee forums and trade unions.
5. To coordinate employment equity compliance, including EE reports, EE committee meetings and progress against the EE plan.
6. To compile and maintain the HR components required for B-BBEE reporting, including employee demographics and skills development records.
7. To monitor compliance with in-country labour laws across the Group, and to support in-country HR teams in preparing for labour, employment equity and immigration inspections.

Key Responsibilities

Policy Implementation and Compliance

• Coordinate the consistent implementation of talent acquisition, management, remuneration and development policies and processes by in-country HR teams in accordance with the SOPs.
• Report non-adherence to in-country legislative and SOP requirements.
• Propose changes to SOPs to the Head of HR Operations if required.
• Monitor compliance with HR SOPs and in-country labour laws and escalation risks to the Head of HR Operations.

Recruitment

• Coordinate recruitment with in-country HR teams and site managers, ensuring that job profiles, advertisements, selection and appointments follow the SOP and in-country requirements.
• Implement agreed recruitment strategies, SOPs and initiatives.
• Ensure the job specifications for the roles clearly articulate the requirements and set out the expectations of a successful candidate.
• Coordinate the appointment process, including facilitating the signing of the employment contract.
• Check that in-country HR teams process new appointments correctly and that all required employee information is provided and captured on the HR system.

Compliance Monitoring and Reporting

• Consolidate management and statutory HR reports received from in-country HR teams.
• Monitor, through site audits, that employee personal files are complete in line with the IFS checklist.
• Monitor legal compliance issues across sites, including expatriate compliance with immigration requirements.
• Ensure that in-country HR teams complete regular self-audits to ensure compliance with IFS and in-country standards/laws.
• Monitor the accuracy of employee master data on the HR system.
• Report monthly on trends across the Group in terms of overtime, absenteeism, disciplinary processes, training conducted and planned, recruitment planned and closed out, and the mitigating measures put in place.

Employee/Industrial Relations

• Monitor that disciplinaries and grievances are handled by in-country HR teams in accordance with the SOP and in-country law.
• Check that regular meetings are held between management and staff representatives on conditions of employment.
• Communicate changes to the disciplinary code to in-country HR teams.
• Employee relations case register up to date for all countries.
• Represent the company, or support the in-country HR team, in conciliation and mediation hearings across the Group.

Employment Equity and B-BBEE (South Africa)

• Assist in preparing the annual EEA2 and EEA4 reports for submission to the Department of Employment and Labour.
• Coordinate employment equity committee meetings, including notices, agendas, minutes and attendance registers.
• Track progress against the employment equity plan and sectoral targets and flag gaps to the Head of HR Operations.
• Prepare supporting documents for employment equity inspections and queries from the Department of Employment and Labour.
• Compile HR evidence for B-BBEE verification, including employee demographics, skills development spend and learnerships.
• Keep Workplace Skills Plan (WSP) and Annual Training Report (ATR) records and training evidence audit ready.

Time and Attendance

• Oversee the implementation of the Uniclox biometric time and attendance system across all sites, including device status, cost centres and camp or site allocations.
• Monitor that in-country HR teams check clocking activity against an approved rosters and rotations before each payroll cut-off.
• Follow up missing clocking entries, unauthorised overtime and absenteeism with in-country HR teams and site managers.
• Review the reconciliation of time and attendance with leave records and payroll variance reports.
• Work with IT and payroll to resolve system, device and cost centre issues.
• Monitor working hours and overtime against legal limits and flag fatigue risks on shift-based sites.

Employee Relations Support

• Draft or review notices to attend disciplinary hearings, suspension letters, written warnings, outcome letters and dismissal letters prepared with in-country HR teams, in line with the IFS disciplinary code and in-country law.
• Draft written recommendations for the Head of HR Operations setting out the facts, the rule breached, the risk and the proposed outcome.
• Prepare hearing packs, including charge sheets, evidence bundles and witness lists.
• Check that site disciplinary processes are substantively and procedurally fair before an outcome is confirmed.
• Maintain an up‑date employee relations case register for all countries.
• Prepare bundles, chronologies and documents for CCMA, bargaining council and in-country labour office referrals.

Wage Negotiations and Union Engagement

• Prepare data for wage negotiations, including headcount, current pay scales, increase scenarios and inflation figures.
• Calculate the cost of union demands and company offers.
• Take minutes, keep the record of offers and counteroffers, and draft wage agreements for review.
• Assist payroll to implement agreed increases and back pay correctly and on time.
• Keep track of obligations under recognition and collective agreements, including meeting schedules and union access.
• Support regular employee forums and engagement with recognised unions and staff representatives.

Group HR Projects and Multi-country Compliance

• Assist with HR compliance audits of sites using the IFS HR Compliance Self-Assessment checklist and follow up corrective actions.
• Track expatriate work permits, visas and residence permits and flag renewals at least 90 days before expiry.
• Prepare HR inputs for client tenders and audits, including local content, localisation and workforce information.
• Coordinate HR policy awareness sessions and keep signed acknowledgement records.
• Prepare monthly HR reports per country on headcount, turnover, overtime, absenteeism, employee relations cases and recruitment.

Effective Teamwork and Self-Management

• Take ownership and accountability for tasks and activities and demonstrate effective self-management in terms of planning and prioritising, and self-development.
• Follow through to ensure that quality and productivity standards of work are consistently and accurately maintained.
• Inform relevant parties when tasks or deadlines are not met, explain the potential risks and propose a solution.
• Manage colleagues’ expectations and communicate appropriately.
• Demonstrate a willingness to help others and “go the extra mile” to meet team targets and objectives.

Qualification and Experience

• Diploma or degree in Social Science / Human Resource Management / Organisational Behaviour and Development
• Advanced diploma in labour law is an advantage.
• At least 3 years’ relevant experience in an HR function, preferably at officer level
• Practical exposure to employee relations, employment equity and time and attendance
• Experience in mining, facilities management, camp services or another shift-based environment is an advantage.
• Valid passport and willingness to travel.
• A valid driver’s licence is preferred.

Preference will be given to appointments that support the achievement of our Employment Equity and Aff…