Area of Accountability 

Recruitment, Selection, Placement, Onboarding & Induction

• Ensure that the recruitment, selection, placement, onboarding & induction process is implemented
• Ensure recruitment requisitions are completed and approved prior to commencing with the recruitment process
• Prepare internal & external job advertisements for all vacancies in conjunction with Line Management
• Advertise all vacancies both internally and externally in line with the recruitment process
• Shortlist applications
• Arrange interviews, assessments & verification checks
• Provide feedback to candidates on application at various stages throughout the recruitment process
• Prepare employment contracts and remuneration offers to candidates as well as relevant promotion, transfer and other  employment related documentation.
• Ensure Line Managers are aware of the relevant tasks to be completed during the onboarding phase
• Collate all relevant documents, forms etc from the new employee prior to the commencement of employment
• Ensure that an employee profile is created on the HRIS and that all relevant information is captured as well as relevant documents attached
• Co-ordinate the Induction programme
• Facilitate the HR Induction presentation to all new employees
• Conduct integration interviews
• Conduct stay interviews

Expected Results: 

• To ensure the staffing of all positions with the right person with the right competencies, in the right position and to ensure efficient on-boarding & induction of new employees

HR Administration

• Ensure all HR documents, policies & forms are up to date and relevant as well as aligned to current systems and work flows
• Collate and submit payroll input to outsourced provider within required timelines.

HRIS

• ensure HRIS is updated on a regular basis in line with staff movements
• ensure all employee information, including job and remuneration related information is current
• ensure reporting structures are current

Employment Equity

• update employment equity statistics on a monthly basis
• collate information for the annual Employment Equity submisson
• submission of Employment Equity report
• prepare information for EE Committee Meetings
• co-ordinate EE meetings

Training & Development

• record and report on training activities on an annual basis
• source external service providers in line with SETA requirements
• arrange internal and external training in line with internal development needs
• co-ordinate the study assistance program
• maintain an updated record of all current training activities
• Ensure relevant employee awards are distributed, i.e Culture Ambassador Award & Long Service Awards
• Ensure timeous payment of supplier invoices

Expected Results: 

• To ensure up to date HR record keeping and timeous submission of HR Reporting.

PERF Process (Performance Management)

• Ensure all job descriptions are regularly reviewed and updated by Line Managers
• Assist Line Managers in drafting job descriptions
• Provide training and support on the PERF process to all Line Managers and employees, i.e Job Descriptions, Objectives  Setting, Development, Performance Appraisal, Salary Review
• Provide training and support to Line Managers and employees on performance management system, tools and processes

Expected Results: 

• To deliver the right tools, processes and development activities that will enhance individual skill, competencies and collective performance

Employee Relations

• Provide Support to Line Managers and employees during the disciplinary process including advice on warnings, the company disciplinary code, disciplinary hearings and related matters
• Guide the Line Managers in drafting warnings
• Guide and assist Line Management as well as employees in preparing for disciplinary processes
• Provide support to Line Managers and employees during the grievance process
• Provide advise and guidance with regards to the implementation of local labour legislation in line with HR policies and  procedures

Expected Results: 

• To guide Line Management with respect to employment legislation in order to ensure compliance in effective people management, poor performance management, disciplinary & grievance management processes.

Employee Wellness & Communication

• Coordinate the Employee Engagement Survey & ensure results are communicated throughout the organisation as well as actions plans executed when applicable.
• Organization of company events including but not limited to year end functions, social events & wellness events
• Participate in the creation, editing and distribution of the internal company newsletter
• Ensures that information about the company, policies, processes, events, etc  are communicated appropriately using internal communications media
• Co-ordination of Employee Wellness Activities including those related to the EAP in line with the Wellness Plan
• Promotion of the EAP services available

Expected Results:

• To promote a good working environment, employee engagement and employee satisfaction through the communication of the company’s messages and sharing of internal information.
• A Specialist applies broad theoretical job knowledge typically obtained through advanced education. 
• May require the following proficiency: 
• Work is closely supervised. 
• Problems faced are not typically difficult or complex. 
• Explains facts, policies and practices related to job area.