HR IR Manager

• Implementation of Employee Relations policies and procedures to ensure consistent
application.
• Provide guidance and counsel to staff towards resolutions of employee relations matters
(discipline, grievances, work performance and ill health);
• Utilise the pro forma templates in processing disciplinary matters (warning letters,
suspensions letters, and termination letters);
• Support employee relations programmes and interventions as and when required.
• Implement resolutions to employee relations issues raised through various means.
• Support the IR Specialist in Disciplinary and grievance related matters including CCMA
hearings.
• Works closely with management and employees to improve work relationships, build
morale, and increase productivity and retention.

Business Partnering:

• Develop and implement HR Strategy to address annual HR Plans.
• Oversee organizational risk analysis and create action plans to mitigation through HR initiatives.
• Engage key stakeholders to deploy and deliver value adding HR interventions
• Responsible for the deployment and embedding of and roll out of HR policies and procedures
• Strong coach for in market HR teams, line managers, and employees in the market and for advising on external coaching needs and monitoring cost

Resourcing:

• Own and manage the manpower resources for the Operations Functions, including planning on an annualized basis for optimized headcount management
• Internal resourcing – review succession plans & talent pools to check for internal candidates.
• Involved in internal interviewing discussions as appropriate (e.g., critical roles) and ensure there is a strong line manager capability to deliver this.
• Conduct interviews and document outcomes for prescreened external candidates when required.
• Build external talent pipelines in line with our resourcing plans.

Talent and Learning & Development:

• Work with the Operations Functions to identify and build talent.
• Contribute to the UNB workforce planning and talent reviews, conducts effective calibration sessions and ensures a joined-up approach to talent management.
• Owner of Operations Succession Plans. 
• Communicates and embeds career development frameworks and supports individuals coaching.
• Performance Management – Monitors, audits, builds capability for deployment and embedding of Performance management processes, coaches line managers on performance management and performs calibration.
• L&D – ensures Operations Functions are using existing L&D tools and processes.
• Conducts exit interviews where face to face required

Reward and Recognition:

• Embed annual reward programs and manage local compliance process and timelines.
• Actively coaching line managers and employees to ensure there is full understanding of total reward package.
• Understand internal & external parameters/benchmarks on pay/grading and use this to make facilitate effective decisions
• Reviews staff salaries and makes recommendations for pay/salary adjustments in consultation with the HOD.

Industrial Relations: 

• Ensures compliance to all labour legislations, Company policies and procedures. o Supports and empowers line management in the implementation of effective Industrial Relations system, procedures, and policies in accordance with BCEA, LRA, and internal (unionised) collective agreements. 
• Determines and recommends labour relations practices necessary to establish a positive employer/employee relationship and promote a high level of employee, morale, and motivation. 
• Ensure fairness and consistency of labour practices at all levels by supporting and empowering line management in the implementation of effective IR systems, procedures. 
• Manage employee conflicts. 
• Represents the Group’s interest at the CCMA, wage negotiations and other IR forums.

Performance Management: 

• Ensure that performance reviews are completed within the specified timeframes. 
• Follow up with Managers / Supervisors and individual employees to establish action plans for individual training and development.

B-BBEE 

• Ensure compliance with regulatory legal amendments applicable to transformation reporting. 
• In conjunction with the HR Director, maximise the group’s B-BBEE rating relative to Skills Development, Employment Equity, and Socio-Economic Development by monitoring and tracking performance of each element of the scorecard and proactively highlighting the indicators/elements requiring intervention.

Employment Equity: 

• To meet all statutory requirements of the EE Act by developing and formulating organisation EE Plans timeously and submitting EE reports to the Department of Labour. 
• Track EE compliance in line with policies, plans & reports.

Skills and Development: 

• Guide management on the sourcing of various training & development interventions (i.e. Apprenticeships, skills programmes and bursaries).

Recruitment and selection: 

• Advertise the position internally and externally. 
• Screen and shortlist the CVs of the applicants. 
• Schedule the interviews together with the Line Manager. 
• Criminal checks and reference checks. 
• Prepare the Letters of Appointment. 
• Load the employees on HR Jarrison system.

Inductions/On-boarding: 

• Responsible for inducting new employees. 
• Ensure that the employee is loaded on HR Jarrison system. 
• Introduce the new employee to his/her departmental Manager

Learning and Development.

• Administer the compilations of WSP plans by collecting training needs for both white collar and blue coller.
• Make follow up on such training plans.

Administer of compensation and Benefits.

• Assist in preparing and offer of employment and contract to all the internal hires as well as the potential new employees in conjunction with the Human resource Director.
• Support business/ Employees in all main agreement terms and condition of employment implementation and monitoring.
• Ensure that wages/ Salary inputs are signed and submitted on time.
• Support the benefits management processes, inclusive of disability, death, provident funds withdrawals, sick pay claims and medical aid amongst others.
• Facilitate all employee changes on payroll and HR systems.
• Ensure governance is followed on all compensation.

Employment Relations.

• Assist Human resource manager in all disciplinary and grievance cases and ensure procedure and substantive compliance in line with the company disciplinary code and procedure.
• Arrange disciplinary hearings by arranging a chairperson and notify all parties on time.
• Represent the company in internal hearings when required to do so.
• Represent the company at CDR both conciliation and arbitration.
• Facilitate all employee’s wellbeing programme.
• Arrange and organise trade unions and management meetings.

Organizational Development and Effectiveness.

• Facilitate and arrange training programme as identified by the Human resource manager.
• Facilitate the employee engagement processes for the regions.
• Conduct on boarding of new blue-collar employees and train the on-company policies.

Administration.

• Ensure that HR System(HR Portal, Scube and Sap) is 100% accurate.
• Ensure all HR  people management processes, e.g  New hires and terminations.
• Create and keep updated employee files.

• Attend tool box meetings
• Prepare and compile all IR reports for line managers.
• Liaise  recruitment department to induct new employees.
• Assist employees with entry and exit medicals.
• Advise on PLA rules and procedures.
• Provide advice and guidance to line management on discipline, grievances, labour relations act.
• Assist both blue and white collar employees with grievances / complaints and concerns.
• Ensure adherence to and effective implementation of company standard policies, procedures and PLA
• Union stop orders control and management and Monitor and observe potential IR problems and report.
• Attend all relevant meetings as and when required.
• Providing reports and presentations that assist management in making strategic and operational decisions.
• Prepare case documents for CCMA/CDR.
• Represent the company and present cases at CCMA/CDR.
• Assist with the arrangement of disciplinary hearings and grievances.
• Assist employees with accommodation and bus service queries.
• Monitor IR queries and problem on site.
• Attending monthly CPF Meetings.
• Assist and arrange chairperson for internal inquiries. 

Human Resources/Industrial Relation Practitioner

• Industrial Relations
• Coaching and counselling
• Dispute resolution and grievance’s
• Represent the Company at CCMA From Conciliation till Arbitration level
• Provide procedural advise and assistant on IR matters related to BCEA,LRA EEA & SDA
• Chairing the disciplinary hearings at the company
• Industrial Relations administration
• Development, implementation and monitoring of ER and LR policies, procedures and standards
• Implement training programmes in ER and IR
• Facilitate and promote a healthy organisational climate( facilitate ICAS-Wellness meetings)
• Union activity coordination
• Compilation of HR reports( Industrial Relations updates)
• Stakeholder relations( unions, employees, and management)
• Ensure implementation of Employment Equity and skills development –factory level
• Coordinate employee wellness programmes and social responsibility activities
• Update SAP IR modules (wages and salaries)
• Do induction on disciplinary code, & IR process
• Ensure a continuous healthy labour relations climate within organisation.
• Assist and support Line Management in dealing with poor performance and misconduct.
• Create internal awareness on all macro IR issues impacting on organisation, including labour laws, economic and political factors and proactively advising on proposals and or strategies.
• Represent the Company at CCMA From Conciliation till Arbitration level

Human resource administration

• Accuracy of personal information
• Supporting managers and other department regarding the general staff
• Implement Human resource policies
• Maintain personal files and training files
• Provident and retirement administration

Recruitment and Selection:

• Recruiting of new employees both Blue collar and salaried staff.
• Ensure that contract employee is signed.
• Explain the condition of employment.
• Inform Payroll of new employees.
• Induction of new employees

Training and Skills development

• Being responsible for the company training
• Compilation of training analysis
• Training evaluation and training audit
• Implementation and the maintenance of training plan
• Audit ABET progress
• Plan and arrange training
• Being responsible of training budget

Employee wellness

• Facilitate HIV/ and AIDS programs
• Total of employee wellness
• Update on HIV/AIDS steering committee
• Arrange peer educator training