JOB DESCRIPTION
PURPOSE AND SCOPE:
The HR Manager is responsible for ensuring that company’s general employment policies, procedures and practices are at all times relevant to the company’s needs are adhered to and that they comply with all relevant legislation.
The HR Manager is responsible creating platforms for empowerment, realizing the full potential of all staff ensuring best talent is attracted and retained, and overall tactical human capital and organizational development – always ready for the future.
RESPONSIBILITIES:
The list of responsibilities has ultimate responsibility with the HR Manager as the Hire Retire process owner, however may be delegated where appropriate to team members, consultants or otherwise.
A. Policies and Procedures:
Assist other managers with the implementation of the company’s policies and procedures and other legal requirements related to the HR function.
Develop, update maintain and deploy all HR policies and procedures
B. Budget & Cost Management:
Develop Monitor and Control HR and payroll related cost savings and manage HR budgets C. Compensation and Benefits
Administer and manage the processing of white-collar salaries per month to Payroll consultant
Advise the Wages Administrators on legal and industry requirements relating to the administration of hourly paid wages;
Assist and advise directors in the implementation and administration of employment benefits such as Provident Fund, Medical Aid, Company Car policies, etc
Conduct periodic pay surveys; scheduling and conducting job evaluations;
Ensure Salaried Employee Pay Equity and all positions are job graded and benchmarked in accordance with benchmarking practice
Administer all salaried employee benefits ( medical aid, provident scheme and funeral cover)
Develop and maintain grading and reward and remuneration system
D. Industrial Relations and Employee Relations:
Managing relationships with unions & ensuring that the Company's treatment of employees is consistent with its core business values and objectives.
Handling complaints, managing grievance procedures and facilitating counseling in conjunction with other stakeholders.
Investigating and resolving complex or critical industrial relations issues in a timely and effective manner.
Collating and analyzing employee feedback across all levels on a regular basis and revising people programs and policies to generate more positive outcomes.
Resolve all blue-collar employee issues – formal grievances and employee rep issues on site
Liaise and or meet with employees and or their representatives (including trade unions) in order to: foster maintain (or where necessary, regain) industrial harmony; and or give effect to and comply with all relevant labour legislation, determinations and awards.
Assist directors and managers in the application of the company disciplinary and grievance procedures.
Represent the company in external dispute resolution proceedings such as in the CCMA, MEIBC etc. where necessary brief representatives from the legal profession to represent the company in such proceedings and or in the Labour Court. (or provide instructions to legal council)
E. Compliance:
Assist with development and implementation / communication of policies and procedures outside of HR that are global compliance related linked to employment.
Ensure employee adherence to and the practical application of procedures required to ensure data integrity and compliance with CHR and Compliance Global Team
Managing and ensuring that HR checks and monitors wage employees onboarded are trained in all company policies and procedures and is documented in recruitment onboarding pack.
Ensuring regular employee training/ communication and declarations of all company's local and global policies (annually) (Talentsoft)
Verification of all new employees to be verified via AEB screening – Salaried.
Responsible for BBBEE requirements on Skills Development and Management Control pillars/elements
Responsible for all legislative audits / Implementation and changes with law and any collective and lawful employment agreements
F. Workmans Compensation:
Responsible for the management and reporting, and facilitation of all employees occupational related injuries, diseases to respective compliance bodies
Ensuring Letter of Goodstanding for all relevant companies
G. Employment Equity (Transformation):
Appointed as the company’s Equity Manager in terms of the Employment Equity Act with the responsibility to ensure that the Employment Equity Act is complied with in full.
Submit the Employment Equity Plans within specified timeframes to the Labour Department.
Consult and draft/ develop Employment Equity Plans.
Identify employment Equity quota requirements and advise on status of compliance to targets.
Establish an equity committee and ensure relevant yearly meetings are held with members.
H. Skills Development:
Identify training /skills / competency needs within the organization.
Coordinate career development, succession planning and talent management needs in partnership with line management.
Submit the skills development plan within the prescribed timeframe.
Identify skills shortages and where there is need to improve and inform management.
Submission of company relevant annual Workplace Skills Plans and Annual Training Reports to relevant SETA (compliance)
Ensuring application of relevant Discretionary Grants for full maximum funding
Responsible for all Learnerships from Implementation to Completion ( execution of stipends and registrations with SETA)
I. J. HR Reporting:
Monthly reporting to Head office in Germany – ESG People/HR KPI and HR Indicators
Headcount Reporting
BBBEE – Skills and MC Reporting
IR and ER Costs Reporting
Sickness & attrition Reporting
Manage Time and attendance
Compliance Reporting – AEB and mandatory compliance trainings and screening assurance Performance Management
Custodian of effective performance management and management review
Implement performance management / talent management initiatives.
Ensure that performance management is standardized.
Ensure that all employees are informed of and trained in the application of the performance management model and system.
Monitoring, evaluating and reporting results.
K. Succession planning:
Ensure that the company has a succession plan and it’s up to date at all times.
L. Organizational Development & Change Management:
Lead the overall Organizational Development program
Conceptualize and Lead programs that are aimed at improving employee morale.
Identify and analyze current organizational effectiveness.
Implement Employee surveys monitor organizational development and culture and drive continual improvement
M. General Personnel Administration:
Manage the HR Department and supervise and assist employees in the HR Department Includes the HR/IR function, Trainings and Skill development, Time and attendance Lead
Oversee the maintenance of personnel records and files – salaried and wages
Implement and maintain a job grading system for hourly paid employees
Oversee the administration relating to employee paid benefits such as:- DOL, Pension/Retirement funds, Sick pay funds, Workmen’s Compensation Medical, Funeral & Disability
N. Employee survey:
Manage employee survey processes in the company.
Communicate employee survey results to Directors and all employees.
O. Staff Recruitment, Selection & Retention:
Recruitment of all salaried staff and support recruitment practices for all wages non-scheduled employees
Develop strategies and policies for recruitment and selection and retention of staff.
Draft all engagement and appointment letters and benefit documents for salaried appointments.
Hiring and onboarding of all salaried staff (HR manager only due to salary confidentiality)
P. Continual Improvement:
Relentlessly drive efficiency in process through improvement efforts
Leverage digital solutions for consistent, efficient, and accurate data capturing at scale
ORGANIZATIONAL RELATIONSHIPS:
The HR Manager reports to the Managing Director of the company.
The HR Manager has a support responsibility to all other directors and managers.
Human Resources has a key business partner function the Operations Teams in supporting and authorization role as Hire-Retire process owner
Support and lead all IR related functions and duties
All staff within the HR Department report to the HR Manager - 4 staff members
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