HR Jobs Johannesburg

Boardroom Appointments

HR Manager

Job Description 

Minimum requirements:

  • Minimum bachelors degree minimum in HR Management.
  • Experience as a HR generalist coupled with extensive ER specialist experience.
  • Minimum of 8 years HR experience at a senior manager level.
  • Extensive knowledge of Labour Law, and broad Union exposure.
  • Strong recruitment experience and demonstrated ability to improve staff retention strategies.
  • Strong organizational, critical thinking and communication skills.
  • Attention to detail.
  • Able to work cross functionally and engage with all the necessary stakeholders.
  • Registered Skills Development Facilitator, Moderator and Assessor will be advantageous.
  • Very well-rounded general management skills.
  • Dynamic, intelligent, personable, hands-on self-starter with excellent interpersonal skills, highly ethical with a strong work ethic.
  • Assertive, resilient, persuasive and diplomatic with strong leadership skills, able to function in a tough independent environment, handle stress and pressure and stand his/her ground when necessary.
  • Confident bearing, credible and articulate with the ability to establish relationships, communicate and negotiate at all levels.
  • Excellent written and presentation skills.
  • Highly motivated, creative and innovative with the ability to work on own initiative.
  • Analytical with excellent planning and organisational skills.
  • Very strong business and financial acumen.

Responsibilities:

  • Lead and supervise the HR Business Partners team, providing guidance and direction.
  • Ensure that performance management, recruitment planning, and execution are carried out effectively, providing appropriate guidance and action to stakeholders.
  • Offer expert support to Business Line Managers, assisting with various HR-related matters.
  • Assist with BBBEE, Employment Equity, and Skills Development initiatives.
  • Oversee and manage all disciplinary hearings or proceedings.
  • Collaborate with Managers to effectively manage and resolve complex employee relations issues.
  • Mitigate risk to the business by overseeing and managing HR and IR processes.
  • Ensure alignment of all processes with legislation, company policies, procedures, and precedent.
  • Manage and monitor all employee relations matters, compiling monthly statistics reports as needed.
  • Implement streamlined HR reporting for the South Africa region to the Regional Office.
  • Manage and oversee requirements related to external audits from parties such as the Labour Department and NBCRFLI.
  • Actively participate in Trade Union negotiations and handle any necessary correspondence or actions with Trade Unions.
  • Take responsibility for job grading and gap analysis in accordance with the NBCRFLI collective agreement nationally.
  • Support talent management and employee development by identifying potential talents and creating succession plans for key roles.
  • Manage day-to-day activities of the HR Business Partners.
  • Design an HR strategy which is aligned to the unique requirements of the business.
  • Ensure that the implementation of this strategy is managed, monitored, and reported upon on a regular basis.
  • Ensure optimal, efficient and correct levels of resourcing across the business, as well as give direction/input in the decision making of senior appointments within the area in accordance with the applicable policies and legislation.
  • Establish the resourcing requirements of the business by developing relationships and working with key stakeholders.
  • Oversee the recruitment process to ensure that the right people are attracted and selected into the organisation – professionally, effectively and efficiently.
  • Ensure that new hires are optimally inducted through various on boarding programmes;
  • Manage the Graduate Recruitment and Learnership programme throughout the year, encompassing: a needs assessment by the business, developing relationships with the various tertiary institutions, screening and selection, as well as the development/rotation programme of the graduates.
  • Ensure that all appointments, transfers and promotion practices comply with company policies and procedures as well as the relevant labour legislation.
  • Ensure that all remuneration processes are set up in accordance with the policy.
  • Accountable and responsible for coordinating the Annual Salary Increase process.
  • Accountable and responsible for coordinating the Annual Bonus process.
  • Drive the implementation of the company recognition programme, as well as develop other reward and recognition initiatives specific to the requirements of the business.
  • Ensure disciplined execution of the Performance Management process and the cascading of KPIs to ensure strategy execution.
  • Ensure that line managers and employees are familiar with the philosophy and principles underpinning our Performance Management Process as well as the VPP.
  • Ensure that line managers are able to set Smart KPI”s (key performance indicators) for employees.
  • Track poor performance in the business and report on these cases as well as ensure that appropriate corrective actions are taken.
  • Ensure that line managers are supported with disciplinary and performance issues.
  • Respond to all grievances lodged and resolve accordingly.
  • Ensure legal compliance pertaining to our policies and procedures as well as the LRA.
  • Ensure that a training needs analysis is conducted for all employees across the business.
  • Ensure that a Skills Matrix is developed for key technical areas.
  • Ensure that training and development initiatives are linked to the strategic objectives and requirements of the business, as well as ensuring career development for employees.
  • Ensure the ongoing development of leadership talent.
  • Ensure that key talent is identified and that an appropriate retention strategy is implemented for these individuals.
  • Work with line managers to design bespoke training programmes as required by the needs of the business.
  • Submission of discretionary and mandatory grants and maintain a good relationship with TETA.
  • Ensure funds given by TETA are used and allocated appropriately.
  • Drive the implementation of the company’s transformation strategy, especially the areas of Employment Equity and Skills Development and Broad-Based Black Empowerment.
  • Oversee all daily operations of the HR function ensuring a positive employee experience at all times.
  • Manage all legislative and compliance requirements by providing timeous information for the annual Employment Equity Report, Annual Training Report and Workplace Skills Plan.
  • Focus on aspects such as change management, transition management, conflict management, team development and various other people management interventions to ensure that employees remain engaged and committed to the company.
  • Manage an HR team who will be responsible for the execution of the People and Culture strategy across the various Lines of Businesses and Regions.

To apply for this job please visit za.indeed.com.