HR Officer II (Ref: 408) at Global Profilers

Responsibilities: 

Job Purpose  

The individual will provide sound HR advice, support and guidance to units/sites* across the scope of:

• Workplace Improvement initiatives
• Industrial relations
• Employment equity and transformation
• Training and Development
• Recruitment and staffing
• Employee administration (incl. benefit administration and management reporting) 

Responsibilities by Function 

Customer Relationship (Internal)

• Effective relationships in place
• Line management acceptance of advice and guidance provided
• Active participation in business / unit forums as HR advisor
• Service Level Agreement agreed and signed off
• Familiarisation with unit teams
• Understanding of specific unit requirements and tactical objectives (across multiple units)
• In-depth understanding of HR objectives
• Customisation of programmes
• Facilitation of relationships with businesses / units
• Participation in multiple unit forums
• Management of customer expectations against functional requirements and roles
• Time management and prioritization of activities
• How to approach line manager

Workplace Improvement Programmes

• Assist in formulation of project plans in line with business / unit objectives
• Project plans implemented and managed according to agreed requirements
• Ongoing coaching, advice and support provided to line management
• Development of unit specific plans in conjunction with team (HR & Unit)
• Active participation in implementation activities
• Sourcing and provision of specialist advice and guidance to line management
• Coordination of implementation reviews and assessments
• Development of improvement / corrective measures in conjunction with team (HR & Unit)
• Recommendation of implementation tactics in respect of agreed activities
• Timing of interventions
• Provision of appropriate assistance 

Transformation Programmes

• Unit / site specific Workplace Skills Plans developed
• Unit / site specific Employment Equity Plans developed
• Equity / skills forums established and operational
• Internal and external reporting requirements adhered to (EE and skills development)
• Ongoing HR coaching and support provided to all transformation programmes
• Understanding of business / unit requirements
• Understanding of group (Organization) requirements, policies and procedures
• Development and presentation of unit training plan
• Implementation and coordination of unit training plan
• Convening of unit EE forums
• Facilitation of employment equity processes
• Development and presentation of unit EE plan
• Completion of reports as required
• Methodology to implement agreed activities in line with unit / site requirements
• Recommendation of supporting interventions
• Coordination and facilitation of intervention 

Unit Re-Organisation / Restructuring Processes

• Input provided into development of rationale and business cases
• Policies and procedures interpreted and line management informed
• Implementation of restructuring plans agreed with line management
• Restructuring processes facilitated in accordance with project plans, business imperatives and legislative requirements
• Understanding of legislative and company requirements
• Input provided into development and monitoring of plans
• Assist in facilitation of consultation processes
• Sourcing of specialist advice and guidance to line management
• Facilitation of all related activities (e.g. record keeping, calculations, recruitment processes, employee counselling)
• Analysis of rationale and consequences of implementation 

Talent Deployment

• Facilitation of sound industrial relations environment across multiple units/sites
• Legislative compliance assured
• Advice and guidance provided to line management
• Timeous facilitation of industrial relations issues
• Assist in coordination of collective bargaining activities across multiple bodies, inclusive of :
• substantive negotiations (wage and collective agreements)
• retrenchment consultations
• Coordination and management of industrial relations activities inclusive of :
• disciplinary and incapacity processes
• grievances
• Coordination and management of external dispute resolution processes (CCMA) inclusive of the preparation and presentation of Company cases through conciliation
• In-depth understanding of legislative requirements
• Monitoring of compliance to legislative requirement
• Familiarisation with case law and internal precedent and standards
• Active participation in facilitation of collective bargaining arrangements
• Provision of input related to contingency planning
• Provision of HR advice into industrial relations issues, inclusive of alternatives, precedents, consequences etc.
• Preparation of documents and assisting with charge formulation
• Minute taking, filing, initiating follow ups
• Preparation and presentation of cases (conciliation) at external dispute resolution bodies (CCMA)
• Communication and implementation of rulings as directed
• Assessment of impact on legal compliance and advising accordingly#
• Correct formulation of charges, approach in respect of grievance, counselling
• Recommendations on appropriate course of action to minimise legal comebacks for business 

Staffing

• Optimum line manning per unit
• Timeous filling of vacant positions
• Staffing in line with transformation targets
• Identifying issues that may potentially increase turnover, employee dissatisfaction
• Facilitation of recruitment procedure, including Preparation of advertisements, Screening and interviewing of candidates
• Obtaining salary mandates
• Facilitation of all related recruitment processes (e.g. record keeping, induction, documentation)
• 3 month post induction review interviews to identify issues
• Recommendations to line on candidates for interview
• Input into candidate selection with line manager
• Recommendations to HR Manager and line management on issues and appropriate measures 

Employee Administration 

• Internal management reporting requirements adhered to
• Advice and assistance provided to employees and line in terms of policies and procedures
• Advice and assistance provided to employees in terms of benefits administration (med aid, allowances, loans, etc.)
• Ongoing handling of remuneration related queries and disputes
• Understanding of employee benefit and remuneration structures
• Accurate recordkeeping in line with legislative requirement
• Provision of HR assistance to employees and line  I respect of  wage and benefit administration
• Analysis of HR advice and business practices against legal requirements  

Qualification and Experience:

• Appropriate diploma (inclusive of HR and labour law)
• Minimum of 3 - 4 years HR experience (preferably within a manufacturing environment
• Knowledge and proven track record in implementation of workplace improvement initiatives (e.g. employee relation, employment equity, shop floor development programs