SUMMARY:
The incumbent will be responsible for the Human Resources function within the Company. This includes strategy; recruitment and retention; industrial relations; performance management; remuneration and benefits; training and development; employee wellbeing; administration and reporting; compliance to labour legislation; BBBEE implementation; EE Plan.
Together with management, continuously improve local HR strategies, objectives, and performance, in order to assist the company to achieve its goals.
POSITION INFO:
Experience in an EPC/EPCM environment (Head Office)
A tertiary qualification in Human Resources.
Relevant post graduate qualifications could be advantageous.
Minimum of 5 years’ experience within the field of Human Resources Management.
Knowledge required:
Relevant labour law, including Industrial relations; Labour relations; Basic conditions of employment; Employment equity; Contract law.
Knowledge of HR principles, processes and procedures.
Conflict management.
Human Resources Administration.
Leadership and Management practices.
Broad Based Black Economic Empowerment.
Employment Equity.
Recruitment processes / Knowledge of competency-based interviewing.
Employee Wellbeing.
Training and Development.
Proficiency in all MS Office and Outlook programmes.
Skills required:
Organization skills.
Excellent communication skills at all levels.
Good negotiation skills.
Conflict management skills.
Problem-solving skills.
Industrial relations management.
Planning and organisation skills.
Change Management skills.
Motivational skills.
Interpersonal skills: ability to establish and maintain healthy working relationships at all levels.
Excellent time management skills.
Ability to work well under pressure.
Decision Making: Uses judgment to make good decisions based on information gathered and analysed; considers all pertinent facts and alternatives before deciding on most appropriate action; commits to decision.
Individual Leadership: Inspires and guides individuals (direct reports, peers) toward goal achievement.
Reliability: Takes personal responsibility for job performance; completes work in a timely and consistent manner; sticks to commitments.
Adaptability: Adapts to changing work environments, work priorities and organisational needs; able to effectively deal with change and diverse people.
Integrity: Provides complete and accurate information; maintains confidentiality; adheres to organisational policies and procedures.
Initiative: Takes actions to address needs and achieve goals without being requested to do so; generates ideas and suggests innovations.
Perseverance: Staying on-task to completion, particularly in the face of obstacles or other trying circumstances.
Motivation: Displays energy and enthusiasm; commits to putting in extra effort; maintains high level of productivity and self-direction.
Work standards: Sets and maintains high standards for self and others; pays close attention to detail, accuracy and completeness; shows concern for all aspects of the job and follows up on work outputs.
Teamwork: Interacts effectively within and across teams/group to accomplish organisational goals; supports group decisions and puts group goals ahead of own goals.
RECRUITMENT
Consult with Line Management for any staffing needs.
Draw up job profiles and job descriptions together with line management.
Manage and facilitate recruitment process including sourcing of candidates, selection of agencies, fee negotiation, interviewing, occupational assessment, contract negotiation and inductions of new employees.
Advertise all vacant positions procedurally and in accordance with EE plan requirements (internally and externally).
Conduct the interviews, screening and short-listing process in accordance with current labour legislation.
Discuss suitability of candidates with line managers after interviews, based on the interview methodology used and the job specification. Advise managers regarding the EE plan targets.
Ensure that candidates credentials are properly verified
Ensure that all successful candidates comply with the minimum job requirements and legal requirements.
Carry out the necessary administration in terms of recruitment and selection, e.g. regret letters, offers of employment, employment contracts, and transfer documentation.
Ensure that feedback is given to recruitment agencies regarding the outcome of interviews.
Carry out exit interviews for all staff that leave the company.
INDUSTRIAL RELATIONS AND LABOUR LEGISLATION
Ensure that the Company code of conduct is fairly applied to all employees.
Ensure that the Company discipline process is adhered to at all times.
Advise line management on any labour relation issues as deemed necessary.
Resolve in-house conflicts and advise on resolution of disputes.
Serve as Human Resources representative at the issuing of all final written warnings, and any other type of warning if requested to do so by management.
Represent the Human Resources function at disciplinary hearings.
Manage Disciplinary hearings, grievance hearings and appeal hearings.
Ensure that all hearings are audio recorded and have such recording transcribed.
Manage dismissals for Ill-health and poor work performance.
Stay abreast on labour legislation and advise on the application
Ensure compliance with latest labour legislation in all areas (including Industrial relations; Labour relations; Basic conditions of employment; Employment equity and the law of Contract).
Provide input on all labour matters and prepare documentation in accordance with required standards.
On litigation issues, liaise with legal representatives. Represent the company at the CCMA, Arbitration and Labour Courts.
PERFORMANCE MANAGEMENT
Facilitate the performance management process for the company.
REMUNERATION AND BENEFITS
Facilitate company’s participation in annual salary surveys to establish benchmarks for salary data.
Provide top management with information and recommendations for setting annual increases.
TRAINING AND DEVELOPMENT
Manage the new employee induction programme.
Set up and monitor company training plan and budget.
Assist with determination of training requirements.
Provide support with succession planning and skills transfer.
Manage and facilitate all external training including sourcing of training institutions, identifying suitable courses, tracking of all actual / planned training, evaluation of training completed.
Submit annual training reports and similar to Payroll Administrator.
Assist Line Managers to draw up a career development plan for employees.
EMPLOYEE WELLBEING
Facilitate all employee well-being initiatives and arrange sessions with service providers.
Provide guidance, counselling and emotional support to any employee at any given time.
Facilitate sessions pertaining to medical aid, group life cover or pension funds (if applicable).
ADMINISTRATION & REPORTS
Ensure all HR records are kept accurately according to legal requirements.
Recommend and implement updates and amendments to all HR manuals, policies, procedures, guidelines and contracts.
Prepare and submit HR Board Reports.
Analyse company BBBEE deficiencies
Develop (together with top management input) a company BBBEE plan which addresses all
BBBEE Elements, in order to obtain and maintain an acceptable BBBEE scorecard.
Arrange and manage annual BBBEE audits.
Manage the company employment equity forum and all meetings thereof and ensure that employees are consulted with in terms of the EE Act.
Carry out an employment equity analysis annually.
Prepare (together with top management input) and submit an employment equity plan every 4 years to the Department of Labour.
Ensure that the EE plan is implemented according to the time schedules therein.
Prepare and timeously submit EE reports to the Department of Labour annually.
Provide ad hoc reports and assistance as may be requested by management from time to time.
