MAIN PURPOSE:
Managing HR personnel, implementing HR strategies that support business objectives, mitigating risk, managing budgets, designing and implementing leadership development and talent management, workforce planning, onboarding procedures, exit management, recruitment, career and succession management, structuring benefit packages, maintaining employee records, legislative regulations, performance management, change management, industrial relations, training & Development; full function of payroll and third party claims, the full scope of BBBEE, EE and overseeing overall employment needs and HR Projects.Key Responsibilities:
Talent Acquisition and Retention:
Develop and implement effective recruitment strategies to attract top talent.
Monitor and optimize the time to fill vacancies, aiming for an average of 30 days.
Reduce employee turnover rate to less than 7.5% annually.
Achieve a retention rate of 75% for high-performing employees.
Manage hiring costs efficiently to maintain a cost per hire.
Manage recruitment practices as per Employment equity legislation
Employee Development and Training:
Oversee the design and execution of training programs to ensure 90% completion rates.
Increase the average training hours per employee to 40 hours per year.
Promote internal mobility with a target of 30% of positions filled through internal promotions.
Enhance employee skills with a 20% improvement based on training assessments.
Responsible for employee relations and employee succession planning and development;
Establishing and maintaining a mentorship program within the company;
Employee Engagement and Satisfaction:
Conduct regular employee engagement surveys with a target score of 80% favourable responses.
Improve the Employee Net Promoter Score (eNPS) to +40.
Implement quarterly feedback sessions and surveys.
Ensure implementation of act
HR Operational Efficiency:
Manage HR budgets to achieve a cost per employee.
Improve HR service delivery with an average query resolution time of 48 hours.
Increase the automation of HR processes
Maintain a 100% compliance rate with legal and regulatory requirements.
Transformation and Change Management:
Lead transformation projects to ensure completion on time and within budget.
Achieve a change adoption rate among employees.
Measure and report on improvement in business performance indicators post change initiatives.
Maintain a 90% stakeholder satisfaction rate in transformation projects.
Employee Well-being:
Implement health and well-being programs to achieve an 80% well-being index score.
Increase the usage rate of wellness programs
Maintain an absenteeism rate of 2%.
Achieve a satisfaction score in work-life balance surveys.
Strategic HR Alignment:
Work with company CEO and Managing Directors to strategically align HR strategical plans to business goals;
Responsible for the development and implementation of HR strategies and talent management initiatives;
Ensure HR strategies align with business goals, achieving a 90% alignment rate.
Demonstrate HR’s contribution to business performance with an increase in relevant metrics.
Foster cross-functional collaboration with monthly inter-departmental meetings. 
Diversity and Inclusion:
Develop strategies to achieve a 50% diversity hiring rate.
Enhance the Inclusion Index score to 85%.
Increase the percentage of leadership positions held by diverse candidates
Ensure participation in diversity and inclusion training programs
Compliance and Relations with Regulatory Bodies
Ensure compliance with Employment Equity (EE) regulations and drive initiatives to meet EE targets.
Oversee the management of Skills Development Levies (SDL) to maximize skills development opportunities.
Maintain effective relationships with bargaining councils and unions to ensure smooth negotiations and dispute resolutions.
Stay updated on labor laws and regulations to ensure the company is always in compliance.
Change Management:
Lead HR initiatives related to organizational change and transformation.
Develop and implement change management strategies to ensure smooth transitions during company changes.
Communicate change initiatives effectively across all levels of the organization.
Monitor the impact of change initiatives and make necessary adjustments to improve outcomes.
Support employees and managers through periods of change, providing guidance and resources to manage transitions effectively.
HR Strategy and Leadership:
Develop and implement HR strategies aligned with the company's business goals.
Lead and mentor the HR team to ensure high performance and professional growth.
Collaborate with senior management to align HR initiatives with organizational objectives.
Monitor HR metrics and analytics to drive data-driven decision-making.
Oversee the development and implementation of HR policies and procedures
Performance Management:
Design and implement a comprehensive performance management system.
Ensure consistent and fair performance evaluations across the organization.
Develop metrics and KPIs to measure employee performance and productivity.
Provide training and support to managers on performance appraisal techniques and feedback delivery.
Foster a culture of continuous improvement and development through regular performance reviews and feedback.