HRBP

Sumitomorubber; uMnambithi; On-site; ZAR 550,000 - 850,000; Full time

Job summary

Sumitomorubber in South Africa seeks an Associate Manager: Human Resources to support the plant and BU. You will be the first HR contact, driving HR projects, administration, and the rollout of the HR strategy while partnering with line managers.

You will manage performance processes, attendance, onboarding, payroll interfaces, employee relations, and talent acquisition with the Centre of Excellence. The role requires 3–5 years in HR, degree, and strong English.

Qualifications

• Minimum degree in HR or related field.
• 3–5 years in HR Business Partner or related HR role.
• Experience in manufacturing environment is advantageous.

Responsibilities

• Coordinate performance management cycle and action plans.
• Administer HR, compensation, and benefits accurately.
• Manage employee relations per policy and law.
• Support talent acquisition and onboarding activities.
• Partner with leadership on organizational design and change.

Skills

Facilitation and negotiation

Administration

Collaboration

HR Management

HR Systems Management

Communication

Team work

Education

Degree

Honours Degree

Job description

1. JOB PURPOSE:

Associate Manager: Human Resources is responsible for supporting one of the key business areas in the Plant / designated BU. The role will be a client facing (first level of contact) HR generalist that will work closely with the HR Centers of Excellence and ensure implementation of HR Projects, Business support , Business administration and deliver /roll out the HR strategy whilst supporting the business. As an Associate Manager: Human Resources, the role will be responsible to foster relationships with the line managers, support the business in managing absenteeism, leave, workforce planning, employee relations.

2. KEY PERFORMANCE AREAS:

Responsibilities and essential job function includes but are not limited to the following:

2.1 Performance Management Cycle

• Co-ordinating the company performance management & improvement processes & systems to drive the performance culture and meet company objectives, ensure that all non-performers have a detailed performance action plan
• Support the process of performance review, IDP and performance contracts for all employees
• Support line managers to put in place performance contracts for all new employees

2.2 Administration & Benefits

• Ensure that all HR, compensation, and benefits administration is completed accurately and timeously to facilitate prompt and accurate payment of staff and service providers, accurate record keeping and HR metrics delivery
• Ensure communication of welfare programmes and rollout of activities in the respective business areas
• Drive attendance and costs reduction (i.e., leave management) with line management,
• HR Administration and ensure information are provided timeously for HR reporting
• Work and collaborate with the Centre of Excellence – Compensation/Employee Benefits & Systems to ensure seamless onboarding of new hires in the system. Manage that the data is captured timeously and is correct and create new employees’ files (electronic and physical)
• Support and deliver key tasks in payroll queries and staff interface, new hire data entry, internal movement, and maintenance. Responsible for maintaining the human resources information system – also known as HRIS. Ensure tracking and maintenance of all HR-related data, such as employee contracts, non-disclosure agreements, compensation, employees’ benefits.

2.3 Employee Relations

• Manage employee relations matters for the business unit as it relates to your respective business area – work closely with the Group Manager Employee relations to ensure that matters are dealt with in accordance with legal requirements and company policy
• Develop and build strong relations between partners, line, and employees to facilitate the prevention of or quick and effective resolution of issues arising at the workplace
• Keep abreast of legislative requirements and amendments to ensure legal compliance to all applicable labor legislation,
• Provide sound advice on ER issues to enable fair, equitable and legally defendable application of the ER processes and policies,

2.4 Talent Acquisition & Talent Management.

• Talent Acquisition: Responsible to work with the Centre of Excellence on talent acquisition to timeously communicate vacancies, support recruitment drives at plant (in identified area of support) implemented by the Centre
• Assist drive talent and succession programs,
• Facilitate On-boarding on new employees through the programmes driven by the Centre of excellence
• Support & Participate in the company’s Broad Black Based Economic programs, (BBBEE)
• Manage the employee life cycle and employee journey

2.5 HR Business Partnering

• Act as culture and change champion in leading employee engagement initiatives.
• Oversee the on-boarding and probation processes
• Act as trusted advisor and coach to the leadership team
• Oversee the on-boarding and probation processes
• Support with organizational design review and effectiveness in consultation with business leader

3. KEY PERFORMANCE INDICATORS:

• 100% accurate HRIS systems data of all employees
• 100% Performance Management review, IDP process, Performance contract adherence
• 30% absenteeism reduction through employee wellness interventions
• 100% Onboarding of new employees
• 100% HR delivery and execution

4. QUALIFICATION AND EXPERIENCE

Formal schooling / degree:

• Minimum: Degree
• Preferred: Honours Degree

Experience:

• Experience: 3 - 5 years in HR Business Partner or HR related experience
• Experience in manufacturing environment – advantageous

Certifications / Training / Licences / Registrations

• Minimum:
• Preferred:

Language skills

• Minimum: Proficiency in English
• Optional bonus: IsiZulu
• Preferred:

5. SKILLS AND COMPETENCIES

• Facilitation and negotiation
• Administration
• Collaboration
• HR Management
• HR Systems Management
• Communication
• Team work

5.1 SRSA Competencies

• Competency Leading Self
• Communication Clearly conveying information and ideas through a variety of media to individuals or groups in a manner that engages the audience and helps them understand and retain the message.
• Work with and engage people Able to delegate tasks and decisions; sahres responsibility and assigns accountability; trusts people to perform. Holds people appropriately accountable
• Develop people Identifies individual's career direction and assists in their / own development. Provides support in identifying barriers and enables in a positive manner
• Build collaborative relationships Develops and maintains effective working relationships with team members, partners, customers through using interpersonal skills. Secures cooperation with others; seeks and encourages win-win solutions. Works effectively without having formal authority.
• Self-awareness Personally committed to and actively works on improving self. Ongoing pursuit to know self and learn from experiences. Asks for feedback and coaching.
• Build trust Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.

6. KNOWLEDGE

• HR Business Partner or HR related knowledge
• Knowledge in manufacturing environment

7. PERSONAL ATTRIBUTES

• Works cooperatively with others across the organization to achieve shared objectives
• Follows through on commitments and makes sure others do the same
• A simplifier focused on cutting through complexity
• Managing conflict
• Analysis, problem solving
• Comes up with useful ideas that are new, better, or unique
• Encourages diverse thinking to promote and nurture innovation
• Takes on the challenge of unfamiliar tasks
• Bounces back from setbacks and failure