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
Gmail
Yahoomail