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Responsibilities:
Job Summary
To ensure the achievement of production efficiencies and targets, leadership of personnel, adherence to quality requirements and GMP, Safety and hygiene standards as well as maintenance coordination. Responsible for the shift operation of the mill.
Responsibilities
. Manage Production shifts
. Achieve production efficiencies and targets
. Mill maintenance
. Assist with monitoring quality as well as good manufacturing practices
. Maintain good safety standards
Qualification and Experience:
. Swiss millers certification, SA Grain Millers certification, City & Guilds certification
. At least 8 years experience in Flour Mill plants
. Prepared to work shifts
. Able to work weekends and public holidays when necessary
. PC Literate (ICDL preferred)
. Previous experience of Safety and Hygiene practices
Competencies
. Leadership skills
. Problem solving skills
. Good verbal and written communication skills
. Team player
. Ability to handle work pressure
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Job Purpose
The individual will ensure operational excellence through the development and implementation of a fully inclusive Logistics strategy for the business, encompassing primary logistics, finished goods warehousing, depot distribution and establishment and managed of third party service relationships against agreed service level agreements. The individual will handle overall logistics for 3 Mills, Pasta Noodles, Biscuits & Breakfast and Depots.
Responsibilities by Function
Logistics Strategy
- Logistics strategy developed and approved
- Logistics strategy incorporated into Grains business strategies
- Logistics strategy converted into scorecard requirements
- Effectiveness and applicability of Logistics strategy measured against agreed performance standards
- Business strategies analysed to extract Logistics focus areas
- Industry practices researched
- Cost structures assessed
- Analysis of relevant information
- Third party suppliers assessed
- Functional scorecard developed
- Strategy and costing presented for approval
- Identification of opportunities for function
- Determination of critical factors related to business strategy
Logistics Budget
- Forecasts and projections completed and agreed
- Logistics budget prepared and approved
- Logistics cost allocations agreed with businesses
- Logistics expenditure managed
- Performance against budget tracked and corrective measures identified (in instances of overspend)
- Analysis of past year financial performance
- Forecasting of future year expenditure
- Identification of cost drivers
- Interpretation of business strategy
- Allocation of Logistics costs
- Establishment of Logistics scorecard and financial targets
- Identification of cost drivers
- Preparation of budget
- Analysis of financial indicators
- Allocation of costs
Logistics and Distribution Systems
- Internal practices scoped and audited against industry standards
- Systems implemented that support business processes through logistics planning and execution in all business units, design and implementation of ERP and APS tools, demand planning, inventory management and supplier collaboration.
- Analysis of internal practice
- Review of internal systems
- Review of external systems
- Identification of systems for application within business
- Selection of systems
- Development of implementation plans
- Post installation reviews
- Selection of systems and conclusion of implementation / licensing agreements
Warehousing and Stock Control
- Oversight of all warehousing and stock control processes
- Model stock levels implemented
- Out of stock situations minimised
- Stock loss control mechanisms implemented
- Stock loss levels managed in line with industry norms
- Development of stock management processes
- Communication and implementation
- Identification and implementation of model stock level systems
- Identification and implementation of stock loss control systems
- Assessment of effectiveness of stock and warehousing systems
- Validation of model stock levels
- Assessment of effectiveness of out of stock and stock loss control systems
Inter and intra team relationships defined and managed
- Relationships effective and contributing to stated business objectives
- Interaction maintained in order to monitor inventory levels and cost of goods
- Clarification of roles and responsibilities as well as limits of authority
- Continuous review of interfaces in order to ensure maximum effectiveness
- Identification of “disconnects” and implementation of corrective measures
Qualification and Experience:
- Relevant tertiary qualification (first degree) – Business Management, Logistics Management, Mathematics / Statistics
- 7- 10 years supply chain experience within warehousing / logistics in FMCG
- 7 - 10 years managerial experience
- Extensive Logistics industry networking and membership of professional bodies
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Responsibilities:
Job Purpose
The individual will drive and manage the group’s talent strategies by developing the internal talent pools and identifying and building the external talent pools. To implement and manage the best in class sourcing practices across all businesses and manage the sourcing of candidates for all key and critical roles
Responsibilities by Function
Talent Management Framework
- Talent Management framework is developed, managed and communicated
- Talent Management work plans and calendars are developed, implemented and managed
- Talent Management Framework is articulated, developed and communicated with detailed work plans
Talent Planning and Forecasting
- Workforce plans are developed to satisfy the organisation’s strategic talent requirements
- Internal talent pools are profiled, assessed and validated
- External talent pools are researched, developed, and mapped
- Role profiles are developed and graded for all identified roles. Role profile database is managed
- Workforce plans are facilitated for each function and key/critical role in accordance with the group’s strategic intentions
- Annual internal talent audit processes are facilitated and managed
- Networks with external talent is established and actively managed
- Role profile database is maintained and available
Talent Attraction
- Talent networks are identified and developed to identify high caliber passive candidates
- Employer brand is managed and promoted through all candidate contact
- Recruitment portals and social media platforms are developed and managed to attract best in class candidates
- Organization’s EVP is developed and managed and is communicated at relevant opportunities
- Organization is active on Facebook, Twitter, LinkedIn and other relevant social media platforms
- External recruitment portals are linked to the TB Career Portal and the responses managed
Talent Sourcing
- Talent sourcing strategy and associated processes are developed and implemented
- Recruitment methodologies are developed and implemented to attract highest quality candidates
- Recruitment providers are identified according to their area of specialization and managed
- Standardized interview guides are developed for each identified role and implemented across the group
- Recruitment skills programmes are available for line managers
- Strategic recruitment programmes for pipeline development are executed
- Includes Executive Search
- Sourcing strategy (which methods and providers for which positions, functions etc) and recruitment process handbook is developed and in use across all businesses
- Approved recruitment vendors are appointed and in use across the businesses
- Compendium of standardised interview guides in place for all key/critical roles
- Recruitment programmes (eg. graduates) are developed, approved and implemented
Talent Deployment
- Assessments are conducted on prospective candidate and results interpreted in respect of the identified role
- Reference checks are conducted and the results interpreted in respect of the identified role
- Talent mobility/rotation programmes are developed and implemented
- Approved assessment batteries are in use and results managed
- References are checked in accordance with group risk requirements
- Job rotation/swop programmes are developed, implemented and managed
Talent Integration
- Onboarding and induction processes are developed and implemented
- Career pathing and career management processes are developed and implemented
- Career enhancing assignments are identified and facilitated for key individuals
- Group induction processes are in place and specific induction programmes facilitated where necessary
- Onboarding support is managed for all key/critical roles
- Career discussions are facilitated; career plans developed and managed
Industrial Relations Management
- Manage all relationships with Union Both in –house and national unions
- Negotiate all in-house agreements
- Attend/ represent the organization at all meetings /forum on Industrial Relations eg AFBTE NECA
- Ensuring industrial harmony within the business to enable for business activities to go on without disruptions from union / Union activities
- Industrial peace zero sum strike
- Effective networking to enhance good relationship/influences for the business
Qualification and Experience:
- Minimum of a B.sc in the social sciences, an M.BA Will an added advantage.
- Minimum of 10 years’ experience in human resources or recruitment
- Proven results as a recruitment/talent acquisition leader with a demonstrated knowledge of recruitment selection techniques and behavioural interviewing methods
- Demonstrated success in implementing innovative methods to attract and source passive candidates
Key Skills/ Competencies
- Excellent interpersonal skills with proven experience in building relationships at all levels of the business, including the ability to handle confidential & sensitive issues with diplomacy
- Demonstrated ability to speak and write clearly and persuasively
- Ability to manage multiple priorities across reporting lines
- Strong working knowledge of web search engines and tools
- Business acumen - good understanding of business processes
- Seasoned team player
- Ability to work under pressure and meet deadline
- High level of professionalism and self confidence
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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
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Responsibilities:
The individual will be responsible for the creation, execution, and maintenance of company human resources policies and practices, meeting shareholder business objectives, and advocates for the success of the company through HR practices, keeping in mind the effects of our overall company in the marketplace and to our customers. The individual will be a critical member in bringing our Human Resources team to the next level.
Responsibilities
· Participates in the development of and assures the implementation of employee personnel policies, procedures and programs.
· Directs, coordinates and monitors recruiting and staffing functions to assure manpower objectives are achieved.
· Assure new hire employment onboarding / orientations are conducted for all newly hired employees.
· Responsible for day-to-day HR duties including employee relations, staffing, training, benefit administration, succession planning, bonus and merit increase preparation, payroll processing and reporting for hourly/salary employees and general administration of HR policies and procedures.
· Recruitment of hourly and salaried employee placement to include: contact with staffing agencies, open position ads, collection, review, screening and selection of applicants for interview pool, etc. Provide input on selection of successful candidates and associated applicant tracking and record keeping tasks.
· Administer confidential employee records, status spreadsheets and status changes tracking new hires, terminations, transfers, promotions etc. for generation of various reports,
· Monitor and manage employee attendance program and prepare disciplinary warnings when warranted.
· Responsible for special assignments that support Human Resources initiatives.
· Compliance with all safety procedures and establishes and promotes the maintenance of a safe, accident free and healthy work environment.
Qualification and Experience:
· BS Degree in Business with a minimum of 5 years of Human Resources experience in a CONSTRUCTION Company is a plus.
· Requires technical knowledge of the principals of good employee relations, policies and procedures, labor laws, wage and salary programs, succession planning, recruiting and benefits administration.
· Human relation skills are desirable. A thorough knowledge of the Operations Business Unit goals, as they pertain to Human Resources is required.
Skills required
· Excellent people skills
· Tact and judgment required to assert the employer's position while empathizing with the employee.
· Must be able to handle and maintain confidential information
· A general understanding of business concepts and operations relating to the position is required.
· Strong organizational, analytical, interpersonal and written/oral communication skills, as well as computer skills.
· Knowledge and understanding of Microsoft Applications such as Word, Excel, and Power Point
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