HR Manager (Generalist) at Servest Group

Job Context    
SERVEST CORPORATE , A DIVISION OF SERVEST HAS A VACANCY FOR A GENERALIST HUMAN RESOURCES MANAGER WITHIN GAUTENG. THIS IS A MIDDLE MANAGEMENT POSITION REPORTING DIRECTLY TO THE HR DIRECTOR & REGIONAL DIRECTOR. MUST BE IN POSSESSION OF A SUITABLE HR QUALIFICATION AND HAVE ADVANCED KNOWLEDGE OF HR RELATED LEGISLATION AND HR BEST PRACTICES.
Minimum Requirements    

• Be in possession of a suitable HR Degree/ Diploma (must have advanced knowledge of HR related legislation and HR best practices).
• Solid experience in labour dispute resolution including CCMA
• 8 Years relevant HR generalist experience, preferably within the Facilities Industry
• Experience in services, the retail industry and/or a labour-intensive environment
• Leadership and management experience, with particular emphasis in dealing with diverse teams
• Computer Literate (MS Office Suite, VIP PEOPLE  HR  system)
• Excellent communication skills at all levels
• Able to manage multiple business units
• Own vehicle
• Ability to travel
• Effective time management

Duties & Responsibilities    

• Employee Relations: Provide advice and support on HR issues to employees and management, in keeping with HR practices and culture; building an effective employee relations framework.
• Industrial relations: Ensure the Company disciplinary code and policies and procedures comply with all statutory Acts. Training management on disciplinary code. Facilitating and preparing colleagues for hearings; incapacity matters; CCMA and dealing with unions or similar. Facilitate the grievance procedure including the investigation and resolving of disputes and/or referrals.
• Recruitment and Retention: Taking responsibility for recruitment activities for both salaried and waged. Manage the recruitment officer(s).
• Retrenchment Management: Facilitate the retrenchment process; establishing alternatives and reporting to HR Directors on a consistent basis on the status of the said.
• Performance management: Implement the performance management system; facilitate the application thereof options.

Job profiling and KPA’s and KPI’s: Ensure job description and KPA’s and KPI’s exist for each job.

• HR administrative system: Maintain an effective system, including employment contracts, filing, relevant reporting, automation, and ensure proper operation of all HR processes. Maintaining files on DOC IT.
• Company Policies and Procedures: Ensuring all Company policies and procedures are adhered to; and ensuring management is up to date with changes and new policies.
• HR Budget: Implement and manage departmental budget.
• Employment Equity: Attend and contribute meaningfully to the EE & Skills Development committee meetings, BBBEE information.
• Training and Development: Identify needs, implement suitable programs through the training centre, evaluate outcomes, facilitate the new employee induction programs.
• Employee Wellbeing: Support operations; attending to serious matters; liaison between operations and vendor for counselling
• Union Engagement: Adhoc liaison; consultations; resolve escalated queries; wage negotiations; collective bargaining; adhoc meetings
• Processes: Standardisation of policies and procedures relating to HR
• Projects: Facilitating the projects and ensure they are carried out in responsible region; reporting on status of projects
• Reporting: HR Tracker bi-weekly; Status update on actionable deliverables; divisional reports; operational reports; client reports; adhoc reports