Head of Human Resources

SUMMARY:
Manufacturer in Pinetown area is looking to fill the role of Head of Human Resources. Reporting to the MD locally and Group HR internationally, the Head of HR will play an integral HR partner role as member of the senior team, lead the HR function across two factory sites, build the structures, policies and processes the business now needs and maintain a stable and constructive IR environment.

POSITION INFO:
Key Responsibilities HR Generalist Leadership Develop, implement and maintain a comprehensive HR policy framework and disciplinary code suited to a unionised manufacturing environment. Lead organisational design and establish a structured job architecture, including job descriptions, role profiles and grading frameworks. Oversee remuneration and employee benefits and manage the HR interface with payroll to ensure accuracy and compliance with the Basic Conditions of Employment Act (BCEA) and applicable sectoral requirements. Oversee the full employee lifecycle, including recruitment, onboarding, performance management, training and skills development, including Workplace Skills Plans (WSPs), Annual Training Reports (ATRs) and SETA-related requirements. Ensure compliance with applicable employment equity legislation, B-BBEE skills development requirements, occupational health and safety obligations relating to HR, and POPIA requirements for employee records and personal information. Develop and maintain HR reporting, workforce analytics and people metrics to support informed decision-making by senior management and the wider group. Industrial and Labour Relations Lead and manage relationships with recognised trade unions and shop stewards across both factories, including multi-union engagement and organisational rights matters. Lead and support wage and substantive negotiations, including the drafting, implementation and ongoing management of collective agreements, such as recognition, short-time and wage agreements. Manage disputes referred to the CCMA and relevant bargaining councils, coordinating with external legal advisers and representatives where required. Ensure the consistent application of fair, legally compliant and well-documented disciplinary, incapacity and grievance procedures across both sites. Advise on and manage operational requirements processes in terms of Sections 189 and 189A of the Labour Relations Act, as well as other organisational changes, ensuring appropriate consultation and disclosure. Proactively identify, assess and mitigate industrial action risks, including the development of picketing rules and business continuity contingency plans. Advisory and Leadership Act as a trusted strategic adviser to the senior leadership team on all people management, employee relations and labour matters, providing clear, practical and commercially sound guidance. Build the people-management capability of line managers and supervisors through coaching, guidance and support to ensure the consistent application of HR policies, procedures and employment practices across both sites. Qualifications, experience and skills required: Relevant degree (HR, Industrial Psychology, Labour Relations or Law). Post grad qualification in labour law or IR advantageous 10+ years in HR, of which at least 5 in a senior generalist or HR head role Hands-on experience of collective bargaining, shop steward relations, multi-union environments, CCMA\/bargaining council disputes and section 189 processes Experience in unionised manufacturing in South Africa (production, shift-based environment) Has built or rebuilt HR policies, procedures and structures in a growing or under-structured business Working command of the LRA, BCEA, EEA, Skills Development Act and POPIA in an HR context