Recruitment & Training HR Officer

General Requirements:

1. Recruitment & Selection: Take ownership of the end-to-end recruitment and selection process for South Africa, managing the requirements for the Johannesburg and Pretoria offices, while providing oversight and support to the recruitment team member based in Durban to ensure the fulfilment of regional staffing needs.
2. Serve as the custodian of the online recruitment system for South Africa and actively participate in Global HR Recruitment meetings.
3. Develop comprehensive job descriptions and advertise vacancies internally and externally, including SRKs online recruitment platform, LinkedIn, the company website and relevant social aggregators.
4. Oversee the maintenance of an electronic CV database and actively build a robust talent pool.
5. Review and evaluate CVs, identify and recommend potential candidates to hiring managers and provide support in the shortlisting process, ensuring alignment with the strategic targets and objectives of the SBU / Department.
6. Manage response handling, all correspondence and logistics for candidates via the online recruitment system.
7. Coordinate the full interview process and attend interviews, always offering support to the panel.
8. Conduct reference checks, coordinate qualification and criminal verifications with relevant agencies.
9. Facilitate psychometric assessments in collaboration with hiring managers and external providers.
10. Administer candidate competency testing and discuss feedback with hiring managers.
11. Negotiate agreements and rates with recruitment agencies where necessary.
12. Draft employment offers, ensuring market competitiveness and alignment with SRKs salary curves.
13. Oversee and coordinate the onboarding process and ensure completion of all relevant HR-related documentation.

Training & Development:

1. Act as the custodian of SRKs Road to Registration, Candidacy and Mentoring Programs for South Africa.
2. Provide ongoing guidance and support to employees on professional registration and mentoring processes.
3. Coordinate relevant training facilitated by SAICE and relevant stakeholders to ensure employees are appropriately supported.
4. Track and ensure submission of documentation to external mentors and professional bodies.
5. Schedule quarterly meetings with mentees/mentors, including recording and distributing relevant reporting documentation for compliance and audits.
6. Maintain continuous engagement with professional bodies such as ECSA and SACNASP.
7. Submit necessary documentation to CETA annually related to the WSP/ATR.
8. Manage the validation process for internal SRK courses while ensuring the availability of accredited programs to support staff development and professional growth.
9. Identify training needs and provide recommendations on accredited service providers.
10. Maintain an active Internal and External Training Schedule, ensuring accessibility via SharePoint.

General HR Functions:

1. Update and maintain BBBEE-related documentation with relevance to recruitment, training and development.
2. Prepare reports, attend monthly management meetings and contribute to HR strategy discussions.
3. Provide administrative and record-keeping support on various HR-related processes and documentation.
4. Undertake additional general HR administrative and supportive duties as required.

Salary: Market related with Company Benefits.

Rewards: We believe that people are our major asset. Our ability to attract and retain highly motivated employees is largely dependent on the opportunities that we provide for individuals to satisfy their personal goals within the framework of the organisation.

In order to achieve these objectives, we aim to:

1. Pay above-average packages for good performance and monitor the remuneration structure in each relevant market so that we don't fall behind;
2. Accommodate individual preferences for work assignments and schedules as far as possible;
3. Support an open-door policy.

Where employees feel they have difficulty in discussing concerns with their seniors, they have direct access to any Partner, Member of the Human Resources Committee or the Human Resources Manager and ultimately the Managing Director. We believe that a high-quality organisation relies on high quality employees in all posts and at all levels.

Upon becoming a permanent member of staff, the Company will endeavour to pay an annual performance bonus to each permanent employee as a reward for individual/financial performance. The Company reserves the right to pay an interim bonus during the year, normally in December. This forms part of the annual bonus. The Company is an employee-owned Company.

In line with the Company policy, an offer of available shares is made each year and employees are encouraged to invest in their Company. Partners consider the views of shareholders on the admission of new employees as shareholders.