Key performance areas

• Work with employees and FLM’s to ensure adherence to the minimum standards across the employee life cycle (hire to retire).
• Ensure accurate data to assist with talent analysis, succession development and retention within own business unit.
• Ensure talent review data is updated as required.
• Provide recruitment and onboarding support for people appointments within own business unit.
• Provide employee engagement survey administration and actions.
• Provide support for the exit of employees within own business unit.
• Support improvement of labour productivity e.g. overtime management, leave, allowances etc.
• Support effective localisation and diversity agenda.
• Adhere to HR functional excellence and minimum standards.
• Ensure compliance to statutory, regulatory or policy requirements.
• Provide first level HR query resolution relating to payroll, benefits, organisation structures, time and attendance and policies, and escalates to HR and Services Manager where required.
• Provide day-to-day performance management guidance to line management.
• Support L&D to identify training needs for business units and individual coaching needs and follow up to ensure training objectives are met.
• Support change management activities within the business unit.
• Work with line and HR Services to ensure HR systems (e.g. organograms) and employee master data is up to date.
• Support employee well-being through the implementation and evaluation of initiatives.
• Provide advice and guidance on employee misconduct / poor performance etc, ensuring that these are well managed and meet the requirements of best practice and are in accordance with relevant employment legislation.
• Ensure accurate capturing, management and maintenance of HR information
• Promote and adhere to procedures, policies and guidelines, including, without limitation, those relating to SHERQ, Competition Law and Anti-Bribery and Corruption (ABC).