Purpose Of Position

Strategic partnering with the business by planning, directing and coordinating all human resources activities in alignment with the overall business strategy and in the process ensuring that managers and staff operate at and develop to their full potential

Key Outputs

Ensuring that every aspect of human resources incorporate the vision, values, and culture of the Company.
Implementing HR programs and policies as needed by the Company, in line with Group.
Custodian of all HR strategies, policies and procedures
Chairing of Disciplinary and Grievance Hearings
Disciplinary charges and warnings
Manage Internal induction process
Ensure that all recruitment packs are 100% compliant with the audit procedures
Ensure that all IR processes are 100% compliant with audit procedures
Ensure that all Health & Safety procedures are 100% compliant with audit procedures
Ensure all relevant employee information is captured on SAGE People 300
Monitor and evaluate relevant legislation in conjunction with company’s documentation requirements.
Provide strategic direction on all changes in labour legislation and policies.
Establish and maintain healthy and constructive relationships with representative unions.
Promoting sound management/staff relationships through the compilation of appropriate channels for communication.
Ensure compliance with all training initiatives.
Establish and maintain Regional EE Committees.
Analyse and plan according to EE Plans.
Ensure representation of the company Group at all CCMA/NBC interventions.
Provide guidance to managers on labour related questions.
Both written and verbal liaison with branch managers and staff on issues pertaining to Human Resources.
Ensure two performance reviews performed within the set deadlines for the relevant staff
Ensure that all HR reports are completed comprehensively and accurately and are submitted timeously.

Utilising information and data to:

Determine staff trends and tendencies;
Determine areas of priority, and to
Drive HR decisions to the benefit of the organisation and the staff.
Consistently role model the Code of Conduct in behaviour, actions and communications – lead by example.
Hold all HR managers and HR staff accountable to uphold the Code consistently.
Consistently follow through on the execution of all tasks up to completion.
Consistent accuracy and quality of work is ensured through attention to detail and self-review.
Consistent time management to ensure the timeous completion of work.
Pro-active communication when unable to meet deadlines.
Maintaining a 24-hour turnaround time on all customer communications; either to acknowledge or respond