Essential Duties and Responsibilities:

Strategic Planning

• Implementation of the people strategy in the areas of HR processes, talent & succession, remuneration, employee wellbeing, workforce planning & recruitment, compliance & ethics, performance and development.

Leadership

• Implementing programs that develop the capability of leaders and close leadership development gaps
• Participate and work collaboratively with Business Leaders to create the culture in Africa, using the People Survey and People Feedback to develop strategies to make it a better place to work.
• Participate in global HR projects

HR Client Services

• Managing the local implementation of global HR processes
• Advising Staff, Supervisors and Managers on policy interpretation and application;
• Consulting with and supporting Supervisors and Managers in the movement of staff including commencements, departures, transfers, family leave, leave of absence and termination, managing staff movements and providing advice and support to our people;
• Managing all employment relation issues through investigations including grievances, disputes, complaints, industrial relations issues,
• Manage Staff Awards Program
• Manage Employee Wellness Program
• Support business with Health & Safety administration
• Roll out and implementation of annual people survey.

Workforce Planning

• Full responsibility to provide business with data/reports – FTE, staff turnover, retention of talents, cost of recruitment.
• Complete and Submit Statutory Declarations (WSP&ATR, EE02&EE04, STATSSA)
• BBBEE (management & control and skills pillars)
• Continue improving the HR programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.

Recruitment and Onboarding

• Develop & implement strategies to source and attract talent into the organization.
• Develop agreements and relationship with recruiters
• Use Social Media to brand the company in a way that projects a strong employer value proposition

Talent & Succession Planning

• Partner with Departmental Managers to map talents and determine succession for key roles

Payroll Administration

• Oversee VIP Premier to process Salary Staff Monthly Payroll
• Compensation & Benefit management

Performance & Development Management

• Managing the annual performance and development process by strengthening the capability of our people in delivering quality feedback, analysing review material. Ensuring reviews are completing on time, preparing and analyzing post-review reports and participating in difficult review discussions.
• Coordinate training activities in conjunction with Training Academy.

Compensation & Benefits

• Manage the annual salary review process in line with salary budget
• Develop strategy to ensure that salaries stay market related
• Use Mercer Survey Data to develop strategy to manage compensation and benefits proactively.

Compliance & Ethics

• Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues.

Minimum Requirements:

• Grade 12 or equivalent.
• Human Resources tertiary qualification
• At least 5-7 years’ work experience in a similar role, with proven success