HR Practitioner

Vector Logistics Limited; Roodepoort; On-site; ZAR 300 000 - 500 000; Full time

Job summary

A supply chain company in Roodepoort seeks an experienced HR generalist to provide effective HR support. You will manage employee relations, ensure compliance, recruit new employees, and facilitate training. A Degree in Human Resource Management and 3-5 years of relevant experience are required. This role offers the chance to impact the workforce positively and drive compliance within a dynamic work environment.

Qualifications

• 3-5 years of experience as an HR generalist.
• IR experience required.
• Valid Code EB drivers’ license is necessary.

Responsibilities

• Ensure effective HR support through delivery of services.
• Advise on conduct, grievances, and statutory compliance.
• Manage recruitment and employee onboarding processes.
• Coordinate performance appraisal and talent reviews.
• Drive employee wellness and compliance.
• Facilitate training for employees and line managers.

Skills

Verbal and written communication

Ability to work under pressure

Computer literacy

Report writing

Interpersonal

Negotiation

Analytical thinking

Decision-making

Education

Degree in Human Resource Management

Job description

Overview

We are a Supply Chain and Sales & Merchandising partner adding value to your business through a fully integrated, temperature-controlled network in Southern Africa.

But we are also more than that. We are people serving people. While we boast the best in tech and infrastructure, our people are our greatest resource. With our skilled, curious, can-do people at the forefront, our assets become your assets, our service your solutions.

Vector’s vehicle fleet includes a food industry first in ‘multi-temperature’ vehicles enabling the company to service business across frozen, chilled and ambient temperature zones on a single delivery.

Job Purpose

Ensure effective Human Resources support to the business unit/factory through adequate delivery of HR Services, practices, procedures.

Key Responsibilities

Employee Relations

• Provide advice to line managers regarding the conduct and misconduct management processes.
• Provide advice to line managers and investigate/process disciplinary cases.
• Provide advice to line managers and investigate/process grievances.
• Review practices to ensure statutory compliance and regularly provide guidance to line managers.
• Manage the housing and SQ allocations and associated evictions.
• Participate in consultations with organized labor.
• Coach Line Managers on effective delivery of Disciplinary hearings.
• Represent the organization at CCMA (Conciliation and Arbitration).
• Chair the monthly meetings with Shop Stewards in the absence of HRBP.
• Manage and coordinate employee wellness including coordination of clinics, KKS, and capacity in meetings.

Resourcing

• Process permissions to recruit (workflow).
• Process the offers of employment/negotiation.
• Ensure that the Resourcing process is adhered to and jobs are timeously advertised on the eRecruitment and tracked.
• Manage and conduct interviews with Line Managers and selection test and make recommendations to Line for all C Band and lower positions.
• Supervise the orientation of new employees.
• Manage probationary reviews, employee evaluations and terminations.
• Ensure that the site job profiles are relevant and up to date and where job evaluation is required necessary arrangements are made with Line Manager and HRBP.

Talent Management

• Coach Line Manager on Performance Management Process and Talent & Org.
• Review process.
• Facilitate Consistency Reviews and Talent & Org Review meetings.
• Coordinate the performance appraisal documents and consolidate performance ratings.
• Drive the succession planning for the site/ region.
• Facilitate employment equity target setting and monitor profile.

Health and Safety Compliance

• Manage the IOD/minor injury treatment process and reporting.
• Assist Risk Officer in monitoring IOD cases.

Organizational Design

• Liaise with Line Managers to get rationale for proposed positions, draw up new proposed org and submit to HRBP for sign off.
• Manage and update business organisational structure on SAP and ensure that all structures are up to date.
• Drive change management initiatives in line with the business and organisational objectives.

Training Development

• Compile training matrix from Appraisal doc.
• Facilitate HR training including adhoc refresher for employees and Line Managers.
• Drive Development Plans for all employees in C Band positions.

Employment Equity

• Drawing quarterly reports and discuss at EE meeting also using the same reports of appointments.
• Drive staff profile as per agreed KPI for the site by effectively engaging and advising Line Managers.

HR Administration

• Manage new employee on-boarding process.
• Manage terminations and exit interviews.
• Manage the capturing of HR information and data into the relevant systems and assure the integrity of the data.
• Provide advice and information to management and employees on HR policies and procedures, including equal opportunity, anti-discrimination and occupational health and safety programmes.
• Advise management on work matters, career development, personal problems and industrial matters.
• Counsel employees on policies and rules relating to employment policies and programmes, and on the company’s rules and regulations.
• Prepare and process employment and personnel reports and surveys.
• Provide advice and assistance to staff members regarding possible discrimination on the basis of race, religion, non-relevant physical or mental disability, sex and age.
• Audit and draft compliant issues related to Eco wise and Capacity (5 files to be audited per month).
• Quarterly checks on allowances (e.g.: cold allowance) and compare with actual employees working in department.
• Run and analyze HR reports, and discuss with business (to update monthly dashboard).

KPI’s

• Reduction of Disciplinary and CCMA Cases.
• Drive statutory compliance in terms of BCEA.
• Analyse HR Reports.
• Accuracy and currency of HR data.
• Achieve agreed EE/ACI targets.
• Reduction of Overtime and Absenteeism.
• Development Plan in place for all Successors in C Band position.

Key Relationships

Internal

• Employees.
• Line managers.

External

• Unions.

Qualifications, Skills and Experience Required for the Job

Qualifications and Experience

• Degree in Human Resource Management.
• Valid Code EB drivers’ license.
• Must have at least 3-5 years\' experience as a HR generalist.
• Must have IR experience.

Skills and Competencies

• Verbal and written communication.
• Able to work under pressure.
• Computer literacy.
• Report writing.
• Interpersonal.
• Negotiation.
• Logical thinking.
• Problem solving.
• Decision-making.
• Analytical thinking.
• Presentation.
• Administrative and organization.
• Numeracy.

Attributes

• Initiative and assertive.
• Tolerant of stress and pressure.
• Proactive.
• Attention to detail.
• Result focused.
• People orientated.
• Able to interact at all levels of the organization.
• Able to plan ahead and manage time.
• Able to priorities.
• Ability to build relationships with internal and external stakeholders.
• Confidentiality, tact and discretion when dealing with people.

Knowledge

• HR principles and practices.
• Employment and labor legislation.
• Change Management Processes.
• Business unit processes.
• Health and safety policies and procedures.
• HR systems.

Vector Logistics supports the principles of Employment Equity and is committed to building a diverse and inclusive workplace. Preference will be given to candidates from designated groups in line with our Employment Equity Plan.

If you have not heard from us within 3 to 4 weeks after submitting your application, please consider your application unsuccessful on this occasion. We truly appreciate your interest in joining the Vector team and encourage you to stay connected for future opportunities that may align with your skills and career journey.

We look forward to hearing from you!