Job Purpose
The provision of 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)
* Site/s size must be minimum 150 employees, with no HR Manager on site OR big site (350+) where there is an HR Manager on site but the HRM is responsible for multiple sites
Responsibilities by Function
Customer Relationships (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
- 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 i.r.o 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 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 interventions
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
Industrial Relations
- 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 requirements
- 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 i.r.o. 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, incl:
- Preparation of advertisements
- Screening and interviewing of candidate
- 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 requirements
- Provision of HR assistance to employees and line i.r.o wage and benefit administration
- Analysis of HR advice and business practices against legal requirements
Qualification and Experience:
Minimum qualifications required by the position:
- 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
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