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Description
Duties include, but are not limited to:
- Recruitment and on-boarding of employees
- Takes an active part in the selection process, in collaboration with the HRBP and line management.
- Manages the employment contracting, enrolment and on-boarding process.
- Analyses trends and proposes alternative recruitment sources.
- Effective and efficient management of the recruitment and on-boarding processes.
Talent Management
- Implements talent management processes by educating line managers and employees on the processes
- Manages the talent management processes and monitors adherence
- Analyses all talent management related data and recommends changes where necessary to facilitate process improvement
- Talent management processes implemented and used effectively
- Deadlines adhered to and processes completed on time
- Talent management data integrity
Employee Relations
- Assists in providing a first line labour relations consulting service
- Promotes dispute prevention
- Evaluates merits of the case and advises on process and preparation required
- Attends hearings, grievances, and other employee relations meetings as advisor and to ensure procedural and substantive fairness
- Facilitates timeous resolution of grievances
- Understands Labour Legislation, related policies and procedures and communicates applicability to line management and employees
- Clearly knows and understands employee relations policies and processes
- Understands and communicates the impact of decisions and actions on wider employee relations, precedent setting, morale, and reputational risk
- Advises and educates line managers and employees on documented employee relations processes, legislation, and policy application
- Ensures relevant hearings and grievance meetings are set up
- Reviews the work of subordinates in terms of their drafting of relevant documentation
- Enables the transformation of the ER culture, especially within line management
- Implements partnership with all other initiatives across the Region that can contribute to the transformation of the culture within the department
- Compliance with procedural and substantive fairness requirements
- Accurate, relevant, and complete documentation and system management
Remuneration and Employee Benefits
- Understands all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers
- Does calculations and formulae related to remuneration and benefits
- Does salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness
- Does audits and highlights inequalities in remuneration and benefits
- Compensation and benefits understood by employees
- Accurate calculation of remuneration, rewards, and benefits
Staff movement and separation of employees
- Manages the employee movement process and procedures (e.g. employee transfers, promotions, redeployment, and rotation)
- Manages the employee separation process and procedures (e.g. resignation, retirement, retrenchment, dismissal, ill health, death, and incapacity)
- Efficient and effective implementation of staff movement and separation processes and procedures
Process efficiency
- In-depth understanding of HR processes highlights any inefficiency and recommends corrective actions
- Leads the implementation and execution of solutions
- Knows and understands HR policies, processes and systems and communicates these effectively to all relevant stakeholders
- Advises and educates on the correct application and intent of HR policies, processes, and systems
- Regularly reviews work against compliance and required objectives and standards
- Monitors line management’s application and implementation of HR processes
- Directs employees and line management with the correct route to take with more complex HR issues
- Ensures the integration of employee engagement, motivation and empowerment initiatives and policies across the BU (both within and outside of HR
- Increased HR process efficiencies in business
- Effective implementation of relevant HR solutions
- Clear single point of contact for HR related issues
- Enhanced service to employees and line managers
Change Agent
- Implements clearly defined change management processes and facilitates the successful implementation of change projects.
- Utilises necessary material to support line management and employees in adhering to change expectations
- Coaches and educates line management and employees in respect of the practical application of the change processes
- Change management projects and processes implemented
Leadership and Growth Results
- Supports and articulates vision and values and goals aligned to business direction
- Continuously seeks to improve personal mastery, professional and business growth (ensuring technical / professional development in specialist area)
- Shares expertise freely and often
- Demonstrates the Enaex values
- Personal development plan executed
- Best practices adopted
Customer and Relationship Results
- HR marketing and communication
- Understands the people needs of the Business and can communicate and market the relevant HR service offerings
- Knows service offerings of internal and external service providers and can effectively utilise such offerings to satisfy people related needs of the business
- Investigates and recommends alternative or new service providers
Customer relations
- Correctly identifies customer needs and challenges
- Proactively educates customers of changes to HR policies, processes, systems and product offerings
- Pro-actively engages with customers through participation at employee forums, management meetings and one-on-one interactions
- Builds effective relationships with own team and network
- Educates, coaches and supports line management on developing values-based partnerships within the Business Unit
Employee engagement
- Pro-actively engages with employees through informal and formal interaction, information sharing and providing general advice
- Translates employee issues into potential business risks and advises relevant stakeholders accordingly
- Takes the necessary action where risks are identified
- Challenges and reframes employee thinking in a positive framework
- Positively advocates engagement
- Explains rationale of and provides perspective on company projects, procedures and policies
- Implements initiatives to enhance employee motivation, engagement and empowerment
- Business Unit aware of HR processes and makes use of HR services
- Effective identification and utilisation of internal and external service providers with relevant products and services to meet Business needs
- Full understanding of customer needs
- Projects a positive image of HR and the company
- Increased performance through effective working relationships
- Positive employee relations
- Trusting environment
- Reduced risks
HR Analytics
- Uses HR technology and systems to analyse and interpret relevant HR data
- Compiles and presents meaningful HR reports through interpretation, comparisons, and trend analyses
- Oversees the process of ensuring data integrity of HR system
- Interprets relevant research on best practice as it relates to HR analytics
- Accurate and reliable calculations and reports
- Relevant analytics facilitating effective decision making based on empirical information and accurate data
- Sound governance and people risk management
Requirements
Minimum Requirements and Experience:
- B. Degree / B Tech in HR or Behavioural Sciences or equivalent
- 6-8 years generalist HR experience
- Proficient level of Talent Management skill
- Basic understanding of Organisational design
- Proficient understanding of Change Management
- Proficient understanding of the HR value chain
- Basic understanding of the Management Consulting Principles
- Advanced understanding of HR Information Management
- Advanced understanding of HR legislation and company policy
- Proficient level of business understanding and skills