Manufacturing HR Officer (CEPPWAWU Unionized)

Manufacturing HR Officer (CEPPWAWU Unionized), Epping Cape Town, R30 000 ctc

o Grade 12 or equivalent qualification.

o Tertiary qualification in Human Resources Management or relevant field.

o 3 – 5 years’ experience in an HR function preferably within a unionized environment

o Excellent communication skills.

The Human Resources (HR) Officer is responsible for HR compliance within the company, and to act as support to the daily operations of the Factory. As an HR Officer you will develop, offer advice and implement policies and procedures within the company. You will facilitate the implementation of the HR Strategy within the company.

o Ensure recruitment process is adhered to.

o Prepare notices and advertisements for vacant positions and submit to hiring manager for review.

o Receive and screen all curriculum vitaes and draw up a shortlist for interviews.

o Schedule and conduct initial interviews.

o Conduct verification checks and schedule medicals for potential candidates.

o Send regret letter to unsuccessful candidates.

o Send follow up emails to potential candidates setting up second interviews and/or psychometric assessments.

o Send successful candidates offer of employment and obtain acceptance in writing.

o Prepare a Contract of Employment for new recruits.

o Submit the take-on documents to the payroll administrator and ensure that these documents are scanned into their online personnel folder.

o Load new employees on the HR system and ensure relevant documentation is uploaded.

o Ensure that employees have a job profile, a training plan and a performance review document in place.

o Ensure that the Risk Officer gives new employees induction within the first week of employment.

o Oversee and manage a performance appraisal system that drives high performance.

o Manage new employee performance probation period.

o Developing and maintaining performance development or improvement plan to handle the performance gap, if an employee does not meet the required performance level.

o Conduct Performance Management process for underperforming employees.

o Develop and implement Succession Planning process.

o Monitor and maintain Succession Planning Process.

o If an employee resigns - obtain resignation letter and give acknowledgement of resignation letter.

o Conduct exit interview.

o Inform Payroll Administrator of the employees’ termination.

o Liaise with Payroll Administrator to obtain relevant termination documents.

o If employee is dismissed, obtain necessary documentation.

o Complete termination checklist in both instances.

o Ensure relevant parties are informed.

o Prepare and distribute notices to the factory on general communication/information.

o Gather all relevant information from management and compile notices.

o Ensure that notices are on all boards and that the notice is forwarded via email as well.

o Ensure the Notification register is kept updated.

o Advise Managers, Supervisors on correct measures to use when taking disciplinary action against subordinates.

o Bridging management and employee relations by addressing demands, grievances and/or other issues.

o Prepare and distribute notification of enquiry to employees and ensure all parties are informed.

o Taking minutes of the disciplinary enquiry and distribute to all relevant parties.

o Capture disciplinary documentation into the HR report and HR systems.

o Represent the Company at CCMA as and when required.

o Arrange and attend meetings.

o Take minutes and distribute to all relevant parties.

o Attend to queries.

o Report on any Union matters

o Keep records on file and keep file updated.

o Complete any administration that the employer requires to be sent to the trade union.

o Distribute notices from the Union to employees.

o Submission of reports:

o Support HR Manager in the implementation of HR projects and initiatives.