Role Context 

• Establish a robust employee record keeping system with comprehensive personal and professional details, by implementing protocols for regular updates and accuracy checks to minimise errors in Human Resources (HR) operations, ensuring the correct information is always readily available.
• Conduct audits of all HR systems (e.g., SAGE 300) and processes, to ensure adherence to industry standards, addressing any non-conformities to maintain data integrity and compliance.
• Implement effective systems management practices, including regular system updates, user training, and troubleshooting, to ensure the seamless functioning of HR systems to support efficient data management.
• Contribute to strategic planning and decision-making, by collaborating with the HR management team, to provide support in the form of research, data analysis, and project management to achieve departmental goals.
• Develop and implement workforce planning strategies to align staffing levels with operational plans, to ensure timely adjustments to meet changing demands and minimise resource gaps.
• Implement HR initiatives, such as streamlined communication channels, improved resource allocation and optimised workflow processes, to increase productivity and performance metrics and enhance operational effectiveness.
• Provide advice, guidance and support to employees and line managers on a broad range of people related matters and HR issues, including the interpretation of policies, procedures and terms and conditions of employment, so as to manage employee discipline, grievances, resourcing and workforce planning, and the effective utilisation of the performance review process.
• Streamline and enhance recruitment processes, by ensuring a smooth candidate experience and the acquisition of top talent to meet the organisation’s operational needs.
• Provide support during the onboarding process for new hires (i.e., paperwork, orientation and integration), to ensure all new hires complete the needed documentation as required by Tharisa Minerals (TM) policies and regulatory requirements.
• Conduct thorough analysis of probationary and exit interviews, by extracting valuable data to enhance onboarding processes and improve employee retention strategies.
• Conduct regular analysis of all HR processes, by identifying bottlenecks and inefficiencies, to enhance the overall procedural efficiency and reduce operational costs, implementing targeted improvements.
• Establish a transparent communication channel for reporting and resolving process related issues by implementing a feedback loop to continuously improve HR systems and processes.
• Provide effective support in resolving labour-related issues, by collaborating with HR coordinators, managers and supervisors to implement fair and equitable labour management practices, fostering a positive and collaborative work environment.
• Provide timely and effective resolution to HR issues, by conducting training sessions to ensure employees and managers have a clear understanding of all HR policies, procedures, and terms of employment.
• Address basic employee inquiries, while escalation concerns accordingly to the relevant stakeholders, and assist with conflict resolution as needed, to ensure the mitigation of conflict in accordance with the TM standards and policies.
• Provide administrative support throughout the recruitment process, by posting job vacancies, reviewing resumes, conducting initial screenings, and coordinating interviews in collaboration with the requitement team and hiring managers, to facilitate the recruitment process.
• Execute general HR administrative tasks, including preparing HR documents, responding to employee inquiries, and managing HR-related correspondence.
• Monitor and advice employees on the administration of employee benefits programs, including medical aid, retirement plans, and leave policies, to ensure the needed documentation is competed, stored and available when needed.
• Coordinate HR training sessions, workshops and employee development initiative, by monitoring the training attendance, to assist in tracking employee development.
• Maintain an up-to-date and accurate record of employee movements, including promotions, transfers, and incapacity, to utilise this information for strategic workforce planning and talent management.
• Review and maintain accurate and complete labour information, by managing the HR filing systems and other employee’s records (i.e., personal records, contracts, beneficiary change, holistic record of employees, performance documentations), to ensure that the latest employee information is readily available when needed.
• Generate comprehensive HR reports with detailed insights into labour availability, attendance, leave patterns, and employment equity, to empower management and all key stakeholders with data-driven decision-making capabilities.
• Provide payroll with the required data (i.e., new hires, terminations, and changes in compensation), so that allow the correct pay allocations to be made, to ensure that the payroll department processes payments according to new adjustments.
• Generate HR-related reports, metrics and analytics, using the HR systems, ensure the timely submission of weekly and monthly reports, to facilitate efficient payroll processing and enable data-driven decision-making by the management, providing insights into workforce trends.
• Generate performance management reports, including recommendations for talent development and strategies to enhance organisational performance.
• Conduct regular audits by monitoring the level of compliance with HR policies and procedures, to identify and rectify any deviations promptly.
• Stay updated on labour laws and industry regulations in South Africa to ensure HR practices align with legal requirements.
• Communicate and enforce company policies, in collaboration with the relevant departments, to ensure compliance with health and safety regulations and promote a safe working environment.
• Determine resource needs within own area of responsibility to achieve individual role outcomes.
• Request and allocate required assets and/or resources for the fulfilment of work objectives to guarantee quality outputs.
• Monitor the use of assets and resources within the team and own area of responsibility, to ensure assets and resources are consistently and appropriately utilised and managed.
• Provide staff with day-to-day direction and tasks aligned with Departmental procedures, to enable the usage of less resources more efficiently.
• Engage with all relevant Departments on issues of the area of specialisation, as directed by the Manager.
• Communicate with internal and/or external stakeholders, where required, to achieve work objectives and to maintain relationships.
• Actively participate in various HR team meetings, to contribute valuable insights and promote a culture of collaboration and communication within the HR and operational teams.

Requirements

Qualifications:

• Matric /Grade 12 
• Diploma (NQF6) or equivalent in Human Resources Management

Job specific experience:

• Minimum of 3-5 years Human Resources experience, of which at least two (2) years should be at a supervisory level within the Mining Industry
• Experience working with human resources systems and legislation related to the mining industry
• Ability to work with the full Microsoft suite (i.e., Excel, Word, PowerPoint, etc.)
• Experience/Exposure on MS Dynamics F&O, Reporting tools : MS Power BI