HR Consultant (109083) at Sasol

ABOUT THE ROLE / PURPOSE OF THE JOB
This role is responsible for implementing people processes; improving HR processes, practices and systems to achieve enhanced effectiveness and efficiency; and proactively supporting and educating employees and line management on HR processes. This position will be rendering a service in the Mining area.

FUNCTIONAL OUTPUTS
Core elements of Job and Key Performance Indicators
HR Analytics

• Use HR technology and systems to analyse and interpret relevant HR data
• Compile and present meaningful HR reports through interpretation, comparisons and trend analyses
• Oversee the process of ensuring data integrity of HR system
• Interpret 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

Recruitment and on-boarding of employees

• Take an active part in the selection process, in collaboration with the HRBP and line management
• Manage the employment contracting, enrolment and on-boarding process
• Analyse trends and proposes alternative recruitment sources
• Effective and efficient management of the recruitment and on-boarding processes

Talent Management

• Implement talent management processes by educating line managers and employees on the processes
• Manage the talent management processes and monitors adherence
• Analyse 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

• Assist in providing a first line labour relations consulting service
• Promote dispute prevention
• Evaluate merits of the case and advises on process and preparation required
• Attend hearings, grievances and other employee relations meetings as advisor and to ensure procedural and substantive fairness
• Facilitate timeous resolution of grievances
• Understand Labour Legislation, related policies and procedures and communicates applicability to line management and employees
• Clearly knows and understands employee relations policies and processes
• Understand and communicates the impact of decisions and actions on wider employee relations, precedent setting, morale and reputational risk
• Advise and educates line managers and employees on documented employee relations processes, legislation and policy application
• Ensure relevant hearings and grievance meetings are set up
• Review the work of subordinates in terms of their drafting of relevant documentation
• Enable the transformation of the ER culture, especially within line management
• Implement 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

• Understand all remuneration and benefits principles, policies and procedures and can explain them clearly to employees and line managers
• Do calculations and formulae related to remuneration and benefits
• Liaise with REM specialist
• Do salary benchmarking and compiles comparative ratios to ensure internal equity and external competitiveness
• Do 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

• Manage the employee movement process and procedures (e.g. employee transfers, promotions, redeployment and rotation)
• Manage 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

• Have an in-depth understanding of HR processes, highlights any inefficiency and recommends corrective actions
• Lead the implementation and execution of solutions
• Know and understands HR policies, processes and systems and communicates these effectively to all relevant stakeholders
• Advise and educates on the correct application and intent of HR policies, processes and systems
• Regularly review work against compliance and required objectives and standards
• Monitor line management’s application and implementation of HR processes
• Direct employees and line management with the correct route to take with more complex HR issues
• Ensure 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

• Implement clearly defined change management processes and facilitates the successful implementation of change projects
• Utilise necessary material to support line management and employees in adhering to change expectations
• Coach and educate line management and employees in respect of the practical application of the change processes
• Change management projects and processes implemented

Leadership and Growth Results

• Support 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)
• Share expertise freely and often

Customer and Relationship Results

• HR marketing and communication
• Understand the people needs of the Business and is able to communicate and market the relevant HR service offerings
• Know service offerings of internal and external service providers and is able to effectively utilise such offerings to satisfy people related needs of the business
• Investigate and recommends alternative or new service providers

Minimum qualifications and experience required

• B-degree in HR or Behavioural Sciences
• 2- 4 years generalist HR experience
• Valid Drivers License and own transport

KEY COMPETENCIES REQUIRED
Leadership - PARTNERSHIP LEADERSHIP

• Influential
• Persuades and influences stakeholders; builds relationships and partnerships for win-win outcome

Functional / Technical
Customer relations

• Correctly identify customer needs and challenges
• Proactively educates customers of changes to HR policies, processes, systems and product offerings
• Pro-actively engage with customers through participation at employee forums, management meetings and one-on-one interactions
• Build effective relationships with own team and network
• Educate, coach and support line management on developing values based partnerships within the Business Unit

Employee engagement

• Pro-actively engage with employees through informal and formal interaction, information sharing and providing general advice
• Translate employee issues into potential business risks and advises relevant stakeholders accordingly
• Take the necessary action where risks are identified
• Challenge and reframes employee thinking in a positive framework
• Positively advocate engagement
• Explain rationale of and provides perspective on company projects, procedures and policies
• Implement initiatives to enhance employee motivation, engagement and empowerment

Behavioural
General

• 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
• 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