22 Oct
Important Group
Midrand
MAIN PURPOSE:
To ensure the creation of an environment where Human Resources is optimally utilised and managed. To ensure that people / employees become and remain the competitive advantage of the business
KEY OUTPUTS:
- Effective Systems and Administration
- Effective Capacity Planning and Employment
- Effective Organisational Development
- Effective Management of Employee Relations
- Effective Management of Projects
- Effective Leadership
- Facilitate organisational change
- Ensure HR legal compliance
- Ensure self development
MEASUREMENT SUMMARY
- Project implemented according to required standards and time frames
- Effective representation as the CCMA
- Advice and action taken to ensure corrective action and performance facilitation is according to policy and procedure
- Up to date understanding of current legislative and labour relations trends and developments
- EE Needs addressed
- Cost effective recruitment and selection
- Recruits placed in accordance with agreed profile
- Compliance with procedures
- Up to date awareness of capacity requirements
- Up to date with legislative and benefit trends and developments
- Quality and timing of information and statistics
- Effective Job Profiles
- Effective communication
- Training provided in accordance with legislative and business requirements
- Business interactions and recommendations made i.t.o candidates
- Quality of training in accordance with business requirements and standards
- Manage WSP and ATR Processes
- Staff Performance Review Feedback
- Feedback from Staff
- Key Outputs of Staff achieved
ACTIVITY LISTING
- Conduct an effectiveness audit of project implementation
- Monitor, control and feedback on progress of projects
- Effective planning and execution of projects
- Implement Intern programmes
- Implement learnership programmes
- Facilitate induction for Management and Support Functions
- Ensure staff training needs are addressed by Line Management
- Facilitate TNA according to Company and L&D; requirements
- Facilitate Career Pathing
- Assist with the identifying of potential in conjunction with Line Management
- Implement and assist with the development of HR Systems, Policies and Procedures as required
- Facilitate the communication of staff-related matters
- Provide information and advise on Company and State Benefits
- Ensure that Line Management are aware of Policy updates
- Manage and provide feedback on salary input information as forwarded by Line Management
- Compile Job Spec's in conjunction with Line Management
- Complete and submit HR Reports
- Record and supply information on LTO
- Monitor, compile and provide employee-related information and statistics as required
- Keeping abreast with new developments pertaining to legislative and employee matters
- Review Recruitment Procedures and provide feedback for improvement
- Analyse and determine Capacity requirements
- Facilitate recruitment of according to HR Policy and standards
- Monitor placement times
- Monitor quality of recruits
- Ensure knowledge of and adherence to ER Procedures, Policies and Legislation
- Facilitate and involvement in i.t.o ER and Performance Matters
- Ensure consistency of standards in the application of ER matters
- Facilitate Company Climate Surveys
- Facilitate and ensure satisfactory conflict resolution
- Ensure effective communication processed in all directions
- Facilitate a healthy working environment
- Represent the business at the CCMA
- Monitor performance and take appropriate action
- Motivate, mentor and coach
- Set objective and timeframes and agree on delivery
- Provide regular feedback
- Create an environment conducive to development and learning
- Create a climate in which conflict is openly discussed and resolved
- Ensure that HR delivery is in line with Company Policy and Procedure
- Ensure compliance to Sectoral Determination Act
- Ensure compliance to the relevant remuneration and benefits legislation
- Ensure compliance with the Skills Development Act
- Ensure compliance with the Health and Safety Act
- Ensure compliance with the Broad-based Black Economic Empowerment Act
- Ensure compliance with the Basic Conditions of Employment Act
- Ensure compliance with the Labour Relations Act
- Ensure compliance with the Employment Equity Act
- Ensure compliance to Codes of Good Practice
- Ensure proper contracting of employees
- Identify opportunities for HR intervention
- Support Organisational change achievement
- Ensure recruitment profile in place per position
- Ensure Job Profiles per position
- Advise COO on structural issues
- Ensure up to date with legislation
- Ensure up to date with HR Best Practices
- Ensure up to date Legal Precedence
- Ensure personal competence
COMPETENCIES
- Communication
- Interpersonal Skills
- Judgement
- Problem Solving
- Information Gathering
- Technical Skills and Competence
- Interpersonal Skills
- Analytical Ability
- Cross-functional Awareness
- Organisational Awareness
- Execution
- Teamwork
- Excellence Orientation
- Innovation
- Technical Skills and Competence
- Interpersonal Skills
- Execution
- Cross-functional Awareness
- Organisational Awareness
- Problem Solving
- Technical Skills and Competence
- Information Gathering
- Technical Skills and Competence
- Communication Skills
- Interpersonal Skills
- Organisational Awareness
- Cross-functional Awareness
- Execution
- Teamwork
- Judgement
- Technical Skills and Competence
- Information Gathering
- Problem Solving
- Relationship Building and Maintenance
- Judgement
- Interpersonal Skills
- Analytical Ability
- Attention to Detail
- Provide Direction
- Teamwork
- Interpersonal Skills
- Management Ability
- Integrity
- Flexibility
- Execution
- Communication
- Responsible
- Systematic
- Attention to detail
- Objective
- Personal Competencies
- Industry norms
- National strategies
- Business and relevance of legislation
- Relevant statutory and laws
- Contractual requirements
- Knowledge
- Delegation
- Communication
- Planning
- Analytical
- Business presentations
- Facilitation
- Persuasion
- Leadership
- Decision-making
- Problem solving
- Control
- Monitoring
- Skills
- Control Guidelines
- Employment Equity Act
- Basic Conditions of Employment Act
- Labour Relations Act
- Codes of good practice
- Health and Safety Act
- Skills Development Act
- Sectoral Determination Act
- Relevant remuneration and benefits legislation
- Tools & Equipment
- PC
- Internet
- Conditions and Circumstances
- Responsible to stay abreast of new developments in national and sectoral legislation and ensuring the total organisation adheres to requirements
- Need to take unpopular decisions
- Need to persuade operational strategic decision-makers on implementation and impact of legislation on the business
- Skills
- Change management
- Dealing with resistance to change
- Business concept innovation
- Communication
- Business presentation
- Facilitation
- Problem solving
- Decision-making
- Project management
- Knowledge
- Business unit activities
- OE capacity
- Personal Competencies
- Entrepreneurial
- Proactive
- Analytical
- Attention to detail
- Tools & Equipment
- Presentations from Business Units
- Meetings
- PC
- Internet
- Conditions and Circumstances
- Constantly take proactive decisions to ensure service delivery from OE to the rest of the organisation
- Skills
- Organising
- Communication
- Delegation
- Monitoring
- Control
- Consulting
- Benchmarking
- Knowledge
- Business Unit needs
- Job requirements
- Diversity of tasks per job
- Complexity of tasks per job
- Industry norms relating to remuneration and rewards
- Personal Competencies
- Objective
- Analytical
- Attention to detail
- Persuasive
- Assertive
- Control Guideline
- Business Unit Strategies
- Client (principal) strategies
- Tools & Equipment
- Reports
- PC
- Conditions and Circumstances
- Advise decision-makers on strategic issues
- Work under pressure
- Ensure personal readiness
- Resilient
- Dedicated
- Passionate
- Self-motivated
- Personal development areas
- Organisational needs
- Self management
- Time management
COMPETENCIES:
- Computer literate
- Interpersonal skills
- Communication skills
- Proactive with strong hands-on approach to HR management
- Ability to appreciate and integrate operational requirements of business with the HR department
- Self assurance and confidence
- Appreciation of broader developments taking place in relation to the role of HR in a changing business environment.
MINIMUM REQUIREMENTS:
An appropriate degree or diploma in HR Management.
EXPERIENCE:
A minimum of 5 years generalist experience covering the broad area of the job, preferably in a service related environment.
Desired Skills:
- Employee Relations
- Strategic HR
- HR Strategy
- HR Management
- HR Policies
- HR Development
- HR Processes
- International HR
- Employment law
- Grievances
- Union Relations
- Disciplinaries
- Industrial Relations
- CIPD
- Coaching Management
- Organisational Development
Desired Work Experience:
- 2 to 5 years Retail
- 5 to 10 years Middle / Department Management
Desired Qualification Level:
- Degree
Employer & Job Benefits:
- Pension Fund
- Medical Aid
▶️ HR Manager - Gauteng, Midrand
🖊️ Important Group
📍 Midrand