Location: Isando, Johannesburg (Manufacturing / Production - Head Office)

SALARY: +/- R70k pm Depending on experience and qualifications 

Qualifications

• A relevant tertiary qualification in Human Resources Management or Industrial Psychology. 

Knowledge

• Understanding of all relevant labour legislation (LRA, BCEA, SDA, EEA, OHSA)
• Knowledge of and ability to implement best practice HR systems and operations.
• SAP HR functionality.

Experience

• 5 years HR experience
• Experience in an industrial manufacturing environment is essential.
  
• Experience in partnering with line management to promote HR as a value adding business partner.

Unique skills or attributes

• Strong driver and implementer

Circumstantial Aspects: Travel, working hours (shifts) etc.

• Ability to work flexible hours, possess the ability to relocate.
• Ability to adjust to multiple demands, shifting work priorities, ambiguity, adversity and change.

Role Complexity

The complexity in this role includes:

• Provide HR support in a dynamic and collaborative Milling environment
• Providing direction, support, coaching, and corrective action to typically union wage operators across different shifts.
• Understand all collective bargaining agreements and possess the courage and sense of fairness necessary to enforce the plant rules and policies while promoting positive employee relations through effective conflict management and issue resolution.
• Determine HR operational needs and adjust staffing to meet business needs while minimizing costs. Track departmental budget and as applicable take appropriate actions to ensure that departmental budget goals are achieved.
• Successfully work with key customers and stakeholders to achieve department and broader business goals.
• Initiate and/or manage projects.

Role Purpose and Contribution

The key reason for the existence of this role:

Plan, organize, and implement operational strategies, interventions and programs aimed at the optimisation of human capital in respect of the Mill operations and,

 
This role supports the strategy by:

HR is critical to the achievement of the operational excellence strategy in terms of creating an environment that attracts and retains talent, optimises performance and minimises people risk.

 Key strategic integration roles are:

• Implement HR strategy aligned to Mill operations.
• Ensures consistency of HR application, and economies of scale in the Mill HR operation.
• In conjunction with the Mill management and the HRM ops, determines local plant level HR plans and KPI’s.
• Supports and implements strategic HR initiatives at plant level.
• Communicates for awareness and buy-in to organisational change.
• Drives the employee value proposition at Mill level
• Drive strategic and continuous improvement initiatives at all levels and function such as, SHEQ, BBEEE and EE, Change Management, OD and Competency management.

This role interacts with the following key people:

• Mill Management Teams - HR Centre of Excellence
• HR Director - HRM Ops
• Labour (the union)
• Mill employees
• Quality (SHEQ)
• Finance

Role Outputs

The key outputs this role contributes to the business:

Financial

• Manages the Mill’s HR budget together with the HRM Ops and Mill management.
• Aligns HR measures at Mill level and drives to achieve them to increase performance and decrease cost and risk

People

• Communicate and engage with all levels of employees to build engagement and commitment.
• Works with SS Admin, Ops HR team and Ops HRM to ensure efficient HR service delivery

Business Processes

• Implements HR strategy, policies, procedures and practices with agreed Mill objectives and plans.
• Liaise with HRM Ops and support, facilitate and guide Mill management in human capital decision making, organizational dynamics, team development and employee relations,
• Drive & support implementation of key HR processes at mill level including: Strategic skills planning, Recruitment and Selection, Induction, Compensation and Benefits, Performance Mgt, Competency Management, Talent Mgt, Employment equity and Employee relations (see HR processes)
• Translate, implement and manage HR projects at mill level.

Customers

• Partner and build relationships with mill management teams for co-ordinated and streamlined delivery of HR service and to address and support line in dealing with HR issues.
• Ensure HR is viewed by key stakeholders as a value adding business partner

Sustainability

Assist line management in driving strategies to ensure compliance with safety, health, environment and community legislation and policies.

4. Leadership & Technical Competencies

Core Competencies

• Inspires culture and values
• Problem solving
• Team leadership
• Accountability
• Operational Excellence
• Customer Focus
• Business and financial acumen

Leadership Competencies

• Critical thinking - Governance and risk management
• Performance management
• Results focused - Project management
• Impact and influence
• Communication and knowledge management
• People management
• Relationship building
• Empowerment - Personal mastery
• Self-development - Planning & organizing
• Courageous conversations
• Flexibility

Technical Competencies

• Recruitment and Selection
• Performance Management
• Talent Management
• Employee Relations
• Change Management
• HR Policies & Procedures
• Strategic HR Planning
• Organisational & Culture Development
• HR Monitoring, Evaluation and Reporting
• Employment Equity
• Human Resource Information Management

 Role size

The role size includes:

 
Rand measures

Budget responsible for:

Mill specific HR budget

Unit measures

# teams, departments, tons etc.

People measures

General

HR structure currently under review, and could move to less direct reports due to centralisation of certain functions.

The incumbent will also contribute significantly to overall HR strategic direction in terms of HR structure, function, roles and responsibilities.