Job Purpose

• The HR Consultant will be responsible for executing all HR processes throughout the life cycle of the employee; ensuring sound advice and the seamless and consistent delivery of the departments’ services to line management and employees in line with company procedures and compliance standards.

Education

• B. Degree in Human Resources Management

Experience

• Minimum 5 years experience as an HR generalist including 3 years experience as an HR Officer

Skills and Knowledge

• Interviewing Skills
• Employee Relations Processes
• Labour legislation
• Functional HR knowledge – recruitment, learning & development; performance management; talent management; workforce planning
• Change Management
• Remuneration & benefits
• Business Acumen
• Proficiency in MS Office
• Proficiency in Peoplesoft
• Communication skills (Verbal and Written)
• Personal Credibility & integrity

Key Performance Areas

HR System Administration

• Compile correspondence and documentation around HR processes e.g. letters of appointment and liaise with employees to facilitate the completion of starter packs termination checklists; leave forms, and other conditions relating to other conditions of employment.
• Facilitate the capturing of changes in the HR System in line with operational changes and changes to employee’s personal information
• Facilitate the completion of Change forms and flow of paperwork to support these changes
• Obtain authorisation of key stakeholders
• Notify relevant stakeholders (such as payroll) of relevant changes in line with deadlines; ensuring documentation is complete
• Compile and update personnel files with required documentation
• Check the data integrity in the HR system ensuring that it is complete and accurate
• Prepare audit documentation in line with policy, standards and requirements
• Action any remedial action as per plans
• Complete monthly HR reports for area of accountability including:
• Headcount to budget
• Vacancies and current status of recruitment
• Learning & Development needs analysis and interventions implemented
• ER issues
• Terminations
• Leave liability
• Absenteeism & Sick leave status – highlighting areas of concern and initiatives to correct
• Performance Management statistics – highlighting areas of concern and recommendations for improving performance
• Productivity reports
• Status update on HR projects / initiatives

Learning & Development Administration & Support

• Capture and update training events and records in the learning system
• Capture all skills spend in the system
• Track skills spend and documentation for BBBEE reporting
• Assist in the compilation of skills development data for reporting purposes
• Co-ordinate induction processes to support onboarding
• Co-ordinate and assist in the professional facilitation of compliance programmes when required e.g. RGP
• Co-ordinate logistical arrangements for facilitated learning programs on site
• Co-ordinate and track learnership contracts and documentation for the business unit
• Co-ordinate logistics and prepare filing for audits taking place on site

HR Governance

• Understand and execute against the standard operating procedures for HR Processes
• Be the custodian of HR processes when interacting with operations and an advisor with regards the processes and tools
• Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International;
• Escalate areas of concern to HR Management in order address and resolve.

OE Process Execution 

• Partner with business unit operations to facilitate the shortlisting and interviewing process for vacant positions.
• Partners with complex COE to manage recruitment and assessment processes; including advertising, reference checking, vetting; appointments
• Ensure that relevant documentation is provided to the complex COE for recording purposes
• Facilitate the relocation of employees onto the complex; and ensure the process of departmental onboarding takes place
• Provide an employment experiences for employees in line with EVP to promote SI as the “Best Company to work for”.
• Tracks performance results across the complex and support business operations to identify opportunities and gaps; and make recommendations to improve the performance
• In collaboration with the COE, facilitate learning solutions relevant to identified gaps
• Be a change agent and communicate on change plans within area of responsibility.
• Proactively “feels the pulse” of the Business unit and actively engages with operational teams on changes taking place
• Providing feedback to HR Management on feelings on the floor

HR Project Execution

• Understand the objectives, measures, benefits and deadline requirements for the completion of HR projects
• Complete activities as scheduled in the detailed work plan
• Co-ordinate activities for operational areas and communicate on relevant activities with stakeholders in the business operations
• Provide feedback to HR Management on any challenges, obstacles, successes to implementation
• Monitor delivery and prepare reports on the progress on the implementation plan for areas of responsibility
• Update electronic files to ensure that all information is appropriately documented
• Trouble shoot and support the operators by providing relevant information or escalating when required to ensure resolution
• Encourages the integration of organisational values, with the culture and the Employees’ ways of working

Stakeholder Engagement

• Be available and respond to daily queries in the areas of HR Policy, recruitment, onboarding,performance management, employee relations and labour legislation
• Initiates and sustains continuous dialogue with the Operational teams on change issues, and partners in exploring options for resolving the issues.
• Maintain relationships with key HR stakeholders (including management, payroll, Group COE, staff and HR colleagues) through delivery against requirements and deadlines 
• Stay informed of HR practices, policies and labour legislation.
• Build trusted and respected relationships with internal stakeholders, and be a sound and credible counsel for operating teams
• Act as a point of contact for learning providers and BBBEE auditors