Culture & People Operations (Cape Town) needed at VHRS

Role summary:

• The Culture & People Operations role oversees all stages of the employee lifecycle, working closely with the CEO and Exco to implement talent strategies, develop career paths and training programs, manage employee-related processes, and champion the company’s culture.

Daily Responsibilities:

• Maintaining company culture 
• Perform any reasonable tasks / duties requested by senior management
• Actively promote internal office culture in line with company vision 
• Consult senior management with any issues that may negatively affect other departments and ESET as  a whole 
• Actively research possible areas of improvement in HR department
• Creating a safe work environment and handling disciplinary actions
• Be an administrative expert 
• Attracting high performing employees:
• Create and promote Employee Value Proposition 
• Ensure culture and the benefits that our values bring to employees
• Recruitment and hiring:
• Recruit for culture fit, skill, attitude, experience and potential 
• Draft recruitment plans in line with company goals 
• Recruitment and promotions in line with EE  
• Achieve planned EE targets  
• Ensure up to date Job Descriptions for all roles
• Induction and onboarding new employees:
• New starter onboarding documentation and operational coordination 
• Ensure successful induction and onboarding completion for  each new employee 
• Liaise with other departments to ensure new employees are  equipped with all necessary tools, hardware, software in time  for their arrival 
• Actively monitor all steps of probation in conjunction with  direct managers 
• Set expectations for performance & company culture and skill  development
• Performance alignment and retention: 
• Set expectations for constant feedback for  employee/manager and communication rhythms – recorded  with automated HR tools
• Collaborate with various teams to identify and address talent  management needs 
• Create a culture of expectations for high performance  
• Train Managers on the importance of ongoing Informal and  formal feedback to their team
• Train Managers on the importance of ongoing Informal  feedback to their team 
• Performance procedure – 100% Performance alignment  sessions completed in line with deadlines through line  managers 
• Assist Line Managers in designing KPI’s/Job Descriptions for  each role  
• Performance/ Career growth plans in place for all employees (PDP’s where appropriate) 
• Align and monitor company OKR’s with team and individual  OKR’s/KPI’s
• Employee career development and Training:
• Analyse all roles / job descriptions against the employees  chosen career path 
• Work with managers and employees to create employee  career development plans
• Develop and implement employee training and development  programs 
• Ensure up to date Skills Matrix for all roles 
• Draft and obtain signoff of skills plan in line with company  goals 
• Ensure 100% of skills plan executed through line managers 
• Provide monthly feedback on progress of training.  
• Facilitate internship program and learnership program
• Compensation and reward:
• Assist in designing required incentives/rewards schemes
• Actively manage compensation through company Reward  Framework 
• Keep salary benchmarks up to date 
• Ensure role appropriate job grading 
• Implement company Incentive programs
• Employee exit:
• Coordinate legal proceedings in conjunction with Exco
• Conduct exit interviews for each employee 
• Provide quarterly feedback on exit interview trends
• Coordinate operation off boarding of exiting employees
• Provide references for ex-staff
• HR Strategy:
• Assist with implementation of HR strategies and initiatives  aligned with the overall business strategy and goals
• Talent Management: 
• Ensure succession plans in place or pipeline to progress to the  next level for each department
• Identify high-performing employees and develop retention  strategies
• Employment Equity:
• Draft and obtain signoff on EE plans  
• Complete annual employment equity returns 
• Achieve planned EE targets yearly 
• Ensure that appointments are in line with EE targets 
• Employer-employee relations (an employee champion): 
• Ensure ER processes such as hearings, grievances, appeals are  administered ethically and in line with company policies with  assistance from Labour Lawyer
• BBBEE:
• Administer BBBEE registration and scorecard yearly with CFO
• Processes and Policy: 
• Create and implement aligned policies and procedures
• Document and ensure processes and policies are in place  
• Actively communicate HR processes 
• Update the company handbook/playbook on a regular basis
• Tracking and Reporting: 
• Staff retention 
• Quarterly HR reporting 
• Actively monitor and report monthly on Salary budget movements in consultation with CEO
• Leave management: 
• Report monthly of leave issues 
• Actively monitor and address leave issues 
• Execute the staff Leave process 
• Ensure leave policies are up to date and communicated
• Monitor leave records and liaise with managers to ensure all  leave is booked and approved
• Payroll:
• Assist Financial Manager with Payroll 
• Send details of any payroll or employee details changes to  finance monthly 
• Maintain details of employee medical aid membership for  medical aid allowance, and beneficiary details for Group Life  benefit
• HR Admin and Employee benefits:
• Keep record of all Employee Files  
• Maintain employee records and documentation

Educational qualifications and Experience:

• HR Management/Development Degree  
• +5 years’ experience working in HR  
• A candidate with a proven track record of success in their academic achievements and career 
• Excellent people skills to interact with colleagues, cross-functional teams, and third parties 
• Ability to interact at the executive level 
• Excellent written, telephone and verbal communication skills 
• Experience in IT industry  

Requirements:

• Proficient in Microsoft Office
• Experience with Payroll related system
• Proficient in HR related digital tools 
• Knowledge of HR legislation and Policies 
• Experience with Performance Management Processes and Tools
• Experience with Employee Relations related issues i.e., grievances, enquiries 
• Experience HR Reporting and Trend Analysis 
• Experience with Recruitment