To
perform this job successfully, the appointed individual must be able to perform
each essential duty / key performance area satisfactorily. This list of key
performance areas is not exhaustive and may be changed / supplemented to
accommodate business needs from time to time:
- Leads the Employment
Equity Committee on selection and EE compliance.
- EE reporting, Planning,
and submissions
- Custodian of Bench
markings and latest trends in the industry
- Organizational
departmental planning.
- Performance
management and improvement systems
- Partner
with Managers and provide comprehensive and holistic HR service on all aspects
of HR.
- Employment and
compliance to regulatory concerns regarding employees.
- Employee on
-boarding, development, needs assessment, and training
- Policy development, amendments,
and implementation
- Employee relations
with all stakeholders
- Company-wide
committee facilitation
- Compensation and
benefits administration
- Employee health and safety,
welfare, wellness programmes.
- Experience
in B-BBEE compliance and Employment Equity.
- Ensure
effective communication of HR policies and programs to management
and staff
- Employee services, counselling,
and disciplinary assistance to management
- Development and
Maintenance of the Branch Human Capital Department
- Oversees and manages
the work of reporting Human Capital staff. Encourages the ongoing
development of the Human Capital staff.
- Conducts a
continuing study of all Human Capital policies, programs, and practices to
keep management informed of new developments.
- Leads the
development of department goals, objectives, and systems. Provides
insights for Human Capital strategic planning.
- Establishes HR
departmental measurements that support the accomplishment of the company's
strategic goals.
- Manages the
preparation and maintenance of such reports as are necessary to carry out
the functions of the department. Prepares periodic reports for management,
as necessary or requested, to track strategic goal accomplishment.
- Develops and
administers programs, procedures, and guidelines to help align the
workforce with the strategic goals of the company.
- Participates in
management, and company staff meetings and attends other meetings and
seminars.
- Human Resources Information System (HRIS)
- Maintains historical
human resource records by designing and maintaining a filing and retrieval
system, keeping past and current records.
- Maintains the work
structure by updating job requirements and job descriptions for all
positions.
- Monitors and manages
Employee Personal Profile, all critical details uploaded into HRIS (VIP)
- Utilizes the HRIS
system to eliminate administrative tasks, empower employees, and meet the
other needs of the organization.
- Manages the
development and maintenance of the Human Resources sections of both the
company website, particularly recruiting, culture, and company information,
and the employee, newsletters, and so forth.
Recruitment and Selection - Establishes and
leads the standard recruiting and hiring practices and procedures
necessary to recruit and hire a superior workforce.
- Interviews
management and supports as part of
the interview team for short listed candidates.
- Maintains
organization staff by establishing a recruiting, testing, and interviewing
program; counselling managers on candidate selection; conducting and
analysing exit interviews; recommending changes.
- Monitors the
induction or orientation program, ensuring that new recruits are
adequately on boarded
Training and Development - Works with the
Skills Development Facilitator to coordinate all Human Capital training
programs
- Leads the
implementation of the performance management system that includes
performance development plans (PDPs) and employee development programs.
- Monitor and provide
improvement plans to the in-house employee training system that addresses
company training needs including training needs assessment, new employee
on boarding or orientation, management development, production
cross-training, the measurement of training impact, and training
transfers.
- Assists managers
with the selection and contracting of external training programs and
consultants.
Employee Relations
- Formulates and
recommends Human Capital policies and objectives for the company on any
topic associated with employee relations and employee rights.
- Partners with
management to communicate Human Capital policies, procedures, programs,
and laws.
- Determines and
recommends employee relations practices necessary to establish a positive
employer-employee relationship and promote a high level of employee morale
and motivation. Conducts periodic surveys to measure employee satisfaction
and employee engagement.
- Coaches and trains
managers in their communication, feedback, recognition, and interaction
responsibilities with the employees who report to them.
- Conducts
investigations when employee complaints or concerns are brought forth.
- Monitors and advises
managers and supervisors in the progressive discipline system of the
company. Monitors the implementation of a performance improvement process
with non-performing employees.
- Reviews, guides, and
approves management recommendations for employment terminations.
- Participates and
supports with the implementation of company safety and health programs.
Monitors the tracking of OSHA-required data.
- Reviews employee
appeals through the company complaint procedure.
Compensation and Benefits - Reviews the company
wage and salary structure,
- Leads and updates
the Deloitte’s benchmark as competitive market research to establish pay
practices and pay bands that help to recruit and retain superior staff.
- Monitors all pay
practices and systems for effectiveness and cost containment.
- Leads participation
in at least one salary survey per year. Monitors best practices in
compensation and benefits through research and up-to-date information on
available products.
- Leads the
development of benefit orientations and other benefits training for
employees and their families.
- Recommends changes
in benefits offered, especially new benefits aimed at employee
satisfaction and retention.
Organizational Development - Designs, directs,
and manages a company-wide process of organization development that
addresses issues such as succession planning, superior workforce
development, key employee retention, organization design, and change
management.
- Manages employee
communication and feedback through such avenues as company meetings,
suggestion programs, employee satisfaction surveys, newsletters, employee
focus groups, one-on-one meetings, and Intranet use.
- Manages a process of
organizational planning that evaluates company structure, job design, and
personnel forecasting throughout the company. Evaluates plans and changes
to plans. Makes recommendations to executive management.
- Identifies and
monitors the organization's culture so that it supports the attainment of
the company's goals and promotes employee satisfaction.
- Participates in a
process of organization development to plan, communicate, and integrate
the results of strategic planning throughout the organization.
- Manages the
committees including the wellness, training, and culture and
communications committees.
- Keeps the National
HC team informed of significant problems that jeopardize the achievement
of company goals, and those that are not being addressed adequately at the
line management level
Legal and Compliance - Leads company
compliance with all existing governmental and labour legal and government
reporting requirements including any related to the Equal Employment Act (EEA), the Labour Relations Act LRA, Basic Conditions of Employment Act, (BCEA) the
Occupational Safety and Health Act (OSHA), and so forth. Maintains minimal
company exposure to lawsuits.
- Directs the
preparation of information requested or required for compliance with
laws.
- Protects the
interests of employees and the company in accordance with company Human
Resources policies and governmental laws and regulations. Minimizes risk.
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