Employer: Unique Personnel
Purpose of the Position Human Resources (HR) Manager develops, advises on and implements policies relating to the effective use of personnel within an organization. HR/personnel work comprises a number of different but related policies, all of which are required by organizations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, pay, conditions of employment and diversity. Sound knowledge and experience with BCEA, LRA, EE, various Unions, RFA, NBCRFLI and to lead discussion and meeting in this matters. To ensure that the organization employs the right balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to achieve the organization’s objectives. The human Resource Manager assumes the responsibility as assigned by the Executive. Key Functional Responsibilities Organization Development Designs and manage a company-wide process of organization development that addresses issues such as Disciplinary action unions and bargaining counsel matters, payroll, recruitment and succession planning, superior workforce development, key employee retention, organization design, and change management. Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management. Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction. Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization. Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees. Keeps the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development. Outstanding interpersonal relationship building and employee coaching skills. Demonstrated ability to lead and develop HR department staff members. Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction. Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS). General knowledge of various employment laws and practices and experience working with a corporate employment law attorney. Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes. Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality. Excellent organizational management skills. Manage full function of Employment Equity reporting and submission as well as WSP submissions Provide basic support and guidance in relation to HR practices to employees, supervisors and management. Key knowledge and Experience required The key purpose of the below is to be actively involved in all aspects of the business and to guide the HR team in terms of their responsibility and execution of their functions. Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred. Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management. Manage full function of Employment Equity reporting and submission as well as WSP submissions Provide basic support and guidance in relation to HR practices to employees, supervisors and management. Act as point of contact between the DC’s and the HR office for follow up and tracking purposes Facilitate wellness days, Medical Aid and Provident fund updates, and other yearly meetings. Training Management Induction and Promotions Coordinates and assist all Human Resources training programs, and assigns the authority/responsibility of various DC’s and department managers within those programs. Identify and assesses current and future training needs through job analysis, career paths and consultation with the line managers Execute the training and development plan that addresses needs and expectations to up skill our teams Resolve specific problem areas in skills gaps and tailor training programs as necessary Review and monitor that induction and promotion processes are done in a fair manner. Monitor and evaluate training program’s effectiveness and report accordingly. Payroll Queries Management Assist and delegate recommendations to Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights. Partners with management to communicate Human Resources policies, procedures, programs, and laws. Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees. Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data. Reviews employee appeals through the company complaint procedure HR Law’s and compliance procedures Lead and assist company compliance with all existing governmental and labor legal and government reporting requirements including any related to the following: Equal Employment Opportunity, BBBEE requirements, BCEA & LRA, NBCRFLI requirements CCMA and Bargaining counsel procedures, Occupational Safety and Health Administration (OSHA), RFA procedures and requirements. Maintains minimal company exposure to lawsuits and all other cost’s to the business. Directs the preparation of information requested or required for compliance with laws. Get all approvals information submitted. Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk. Title and Definition: General Requirements As human resources (HR) Manager you must have a clear understanding of your organization's business Objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. The exact nature of the work activities varies according to the business unit, but is likely to include: Working closely with all departments, increasingly in a consultancy role. Assisting senior managers to understand and implement policies and procedures Strategies HR planning strategy with senior managers, which consider immediate and long-term staff requirements in terms of numbers and skill levels; HR Training Programs Designs and develops HR training programs for management and employees. Develops and maintains instructional programs. Individual Development Maintain awareness of current trends in HRMS with a focus on product and service development, delivery and support, and applying key technologies. Examine trends in information systems training, materials and techniques. Through classes, reading, CBTs, or other mechanisms, continuously increase both HR knowledge and HRIS application/tools knowledge. Participate in user group meetings/conferences. Specialisation Specialized training in employment law, RFA, Unions, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labour relations is essential. Must have a Grade 12 Matric certificate Relevant Bachelors degree in HR, Industrial Psychology or Law with the focus in Industrials Relations Honors degree would be advantageous
Apply before Sunday, January 6, 2019 - 28 Days left
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Must have a Grade 12 Matric certificate Relevant Bachelors degree in HR, Industrial Psychology or Law with the focus in Industrials Relations Honors degree would be advantageous