HR Business Partner

SUMMARY:
Our client is seeking an experienced Human Resource Partner to join their team. As a Human Resources Partner, you will be at the forefront of managing and coordinating HR standards, policies, programs, and practices for our dedicated employees. This dynamic role involves overseeing key HR functions such as workforce planning, employee relations, learning and development, performance management, compensation, and risk management. You will ensure that our HR operations are not only effective and efficient but also strategically aligned with our business objectives.

POSITION INFO:
Requirements: 

• Grade 12. 
• Minimum undergraduate tertiary qualification in HR.
• Minimum 5 years experience in a similar HR role in a manufacturing environment.
• Accreditation with SABPP or other South African HR professional bodies is an advantage.
• Sound knowledge of Human Capital Legislation, with preference to PIMCA.
• Sound knowledge of HR Practice, Policy and Procedure
• MS Office Suite and data visualisation tools. 

• Consulting line management on all matters related to Employee productivity.
• Providing daily HR guidance and steer – as per the HR Standards and corresponding policies.
• Analyzing trends and metrics with specialists in the HR team.
• Working closely with the HR team to distill learnings and advocate for change.
• Monitoring and reporting on workforce and succession planning.
• Evaluating training programmes to maximize ROI.
• Entrenching Group programmes to anchor HR strategic pillars.

• Workforce Planning:
• Implement recruitment strategies to attract and retain qualified candidates and ensure optimal productivity within the site, budget, quality, and communicated timelines.
• Conducted job analyses, prepared job descriptions, and managed job postings.
• Onboard, induct, and orientate all new employees into the company culture, policies and procedures, safety, and overall job requirements as per the onboarding standard.

• Employee Relations:

• Promote a positive workplace culture and foster strong employee relations.
• Serve as a point of contact for employee inquiries and concerns, inclusive of pay queries.
• Counsel employees where appropriate and serve as an information clearinghouse to external services.
• Advise line managers on labour matters and law, assist at disciplinary enquiries, and monitor and advise on employee productivity indicators.
• Address employee grievances, mediate conflicts, and facilitate resolution.
• Implement employee engagement initiatives and programs.

• Drive employee wellness initiatives.
• Ensure appropriate OHSA appointments in line with legislation and GAR6 agreements.
• Ensure appropriate handling of all Workplace injuries and related administration.

• Coordinate the performance appraisal process and guide managers.
• Monitor employee performance and assist in developing performance improvement plans.
• Provide feedback and coaching to employees and managers.

• Assess training needs and give input into the Learning and Development budget.
• Coordinate and deliver training sessions on various topics.
• Evaluate the effectiveness of training programs and make improvements as needed.
• Facilitate effective assessment of development candidates and competency mapping.

• as pipelines, training agreements, and, PDPs, ensuring that the contractual and development milestones are met.

• Administer employee compensation, benefits, and reward programs.
• Ensure compliance with compensation and benefits regulations.
• Preparation of employee-related functions, including but not limited to year-end parties, long service and other awards.
• Assist with payroll processing and other payroll-related administrative tasks as needed, inclusive of but not limited to scanning of leave forms and certificates.

• Comply with statutory requirements for compliance and reporting, inter alia Workplace Skills, ATR, Employment Equity, MEIBC, BCEA.
• Give input into HR policies and procedures.
• Maintain employee records and HR documentation.

• Manage assigned HR systems and databases, ensuring that all discipline and training records are captured timeously.
• Maintain employee records, files, and HR-related Administration.

• Prepare HR reports and analyse HR metrics as required.

• Sorting of payslips on weekly basis and issue them to supervisors (Philippi).
• Updating organogram on weekly basis and sending headcount.
• Rostering employees every week.
• Renewal of LDC contracts and termination as required.
• Arrange transport for personnel.
• Loading of new personnel and enrolment on the TNA system.
• Troubleshooting on clocks where required.

• Realistic assessment of own strengths and development areas and undertake actions to address weaknesses, if any, in self that hinder the fulfilment of objectives.