HR Generalist at Motor Industry Fund Administrators

JOB PURPOSE

This role will be responsible for providing HC and IR support to the designated site or business.

This role will work closely with the HC team and business leaders to ensure the effective implementation of HC strategies and policies in alignment with business objectives. The primary purpose of the role is to work in close collaboration with the HR Executive to provide support to the various departments within the company in regard to recruitment; onboarding; training and development; performance management; disciplinary and labour related matters and HR Compliance.

JOB DESCRIPTION
HR Management

•  Collaborate with HC team members to develop and maintain accurate job descriptions for all staff, ensuring alignment with organizational goals.
•  Assist in structuring Key Performance Indicators (KPIs) to measure employee performance and drive productivity.
•  Manage the issuance of HC actions, and other employee-related matters in a timely and accurate manner.
•  Provide guidance and support to Business Leaders in handling various HC issues, ensuring fair and consistent application of policies.
•  Maintain up-to-date employee records, ensuring accuracy and confidentiality, and update changes in employment status in the HC system.
•  Act as a point of contact for employees, addressing their queries and concerns promptly and professionally.
•  Offer guidance to Business Leaders and Clients on legislative requirements and  compliance matters.
•  Collaborate with the Business units to provide HC expertise and support.
•  Escalate complex HC issues to senior HC management for resolution.
•  Ensure the integrity and confidentiality of human resource files and records.
•  Assist in organizing and executing special HC events
•  Collaborate with department heads to develop accurate and inclusive job descriptions and specifications.
•  Partner with department managers to assist in setting clear and achievable performance goals and objectives.
•  Support the implementation of the performance management system, including regular reviews and feedback sessions.
•  Provide guidance, in collaboration with the HC Manager, on addressing performance issues and creating improvement plans.
•  Contribute to the monitoring of performance metrics and identification of high-potential employees for leadership development.
•  Collaborate with managers to ensure alignment of individual performance with organisational objectives

Employee Relationship (ER)

•  Lead end-to-end investigations, including risk analysis, fact-finding, and report writing, ensuring thoroughness and accuracy.
•  Interpret and apply company policies and procedures in IR-related matters, providing clear and consistent advice to line managers.
•  Draft warnings, absconding letters, and other HC-related documents with attention to detail and legal compliance.
•  Manage bookings and related administrative tasks, ensuring effective coordination and communication.
•  Facilitate effective communication between management and employees, promoting transparency.
•  Ensure all contracts are up to date and relevant to the current labour legislation requirements.
•  Ensure compliance to the BCEA, FAIS ACT and Labour Relations Act.
•  Address all disciplinary matters in accordance with the relevant labour processes.
•  Work with the department managers to provide all Industrial Relations support and document all behaviour as required.
•  Represent the company in all matters both internally and at the CCMA where required.

HC Analytics and Reporting

•  Collect and analyze HC data to identify trends and areas for improvement.
•  Prepare reports on HC metrics, including turnover rates, headcount, and diversity initiatives.
•  Provide insights and recommendations based on HC analytics to support decision-making.
•  Compilation of relevant reporting and accurate record keeping.
•  Ensure comprehensive and detailed exit interviews are conducted and termination notification being received.
•  Ensure accurate reporting on exit information.
•  Notification of termination to relevant stake holders.

Employee Engagement

•  Support initiatives to enhance employee engagement and workplace culture.
•  Conduct surveys and feedback sessions to assess employee satisfaction and morale.
•  Coordinate annual climate survey and liaise with the external providers.
•  Contribute to the planning and execution of employee engagement initiatives, fostering a positive workplace culture.
•  Ensure that action plan based on survey results is put in place and monitored at all levels.
•  Track progress on action plans through regular follow up surveys.
•  Work together with the Human Capital Manager to develop and implement a group wellness plan for all staff.

Talent Acquisition and Retention

•  Collaborate with department heads to develop accurate and inclusive job descriptions and specifications.
•  Utilise various platforms to advertise job openings, ensuring a diverse applicant pool in conjunction with the talent acquisition team.
•  Efficiently screen applications, and shortlisting candidates based on qualifications and experience.
•  Assist in conducting interviews and assessments, ensuring a comprehensive selection process.
•  Coordinate reference checks and background verifications for potential hires.
•  Prepare employment contracts and take on documentation.
•  Support the HC Manager in overseeing the induction and onboarding process for new employees.
•  Inform the relevant departments of any new employees joining the company on Teams
•  Complete and send the IT new user form to ensure equipment is arranged.
•  Prepare the employee compliance forms and contracts.
•  Ensure employment contracts; employee forms and employee files are up to date

Learning and Development

•  Work in coordination with department heads to identify employee development needs and career progression opportunities.
•  Liaise with Line Manager about training interventions that need to be scheduled.
•  Compile and coordinate a training schedule advise management accordingly.
•  Support the preparation of annual workforce plans and budget proposals in collaboration with the HC Manager.
•  Collaborate with the Learning & Development Specialist to identify training needs and support the design of relevant programs.
•  Ensure completion of training feedback documentation after each training intervention and provide feedback to relevant management.
•  Update and maintain all training data and attendance register on a database monthly.
•  Submit monthly reports on training activities and results.
•  Ensure all new employees are equipped with all relevant needs, organize and schedule training.
•  Assist with the compilation of training manuals & material.
•  Ensure quality assurance of training and development.
•  Arrange and schedule staff training sessions, workshops, and activities.
•  Assist in coordinating and facilitating training sessions on topics such as HC policies, diversity and inclusion, and professional development.
•  Encourage a culture of continuous learning and skill enhancement among employees in collaboration with the Learning & Development Specialist

Compliance and Risk Management

•  Ensure compliance with labour laws, regulations, and company policies.
•  Identify and mitigate HC-related risks and put proactive measures.
•  Stay updated on industry trends and best practices in HC and ER.
•  Ensure compliance to the following:
•  Labour Relations Act
•  Pension Fund Act
•  SARS – EMP201 (PAYE, SDL and UIF) and EMP501 Submissions
•  OID (Occupational Injuries and Diseases)
•  WSP / ATR SETA Submissions
•  Employment Equity Reporting
•  Health and Safety Management and Adherence
•  BEE

MINIMUM REQUIREMENTS

•  Bachelor's degree in Human Resources, Business Administration and Psychology or a
• related field
•  Honours degree in a related discipline.
•  Minimum of 3 years’ experience in a HR Officer/ Specialist role covering full functions of Human Capital.
•  Excellent problem-solving and conflict resolution abilities.
•  Proficiency in Human Resources Information Systems and Microsoft Office Suite.
•  Outstanding analytical, organisational, and problem-solving abilities.
•  Excellent communication skills and a passion for people.

KNOWLEDGE AND SKILLS

•  Knowledge of POPIA, FICA and FAIS
•  HR systems knowledge
•  MS Office Suite – Word & Excel
•  Understanding and knowledge of the SA legislation (COIDA, BCEA, LRA, EEA, SDL, SDLA, UIF and their amendments)
•  Understanding and knowledge of respective HR policies, procedures, and processes.
•  Excellent problem-solving and conflict resolution abilities.
•  Outstanding analytical, organisational, and problem-solving abilities.
•  Excellent communication skills and a passion for people.
•  Computer Literacy
•  Time Management
•  Attention to Detail

Closing date: 28/05/2024