HR Manager - Kathu / Kuruman Area at Aveng

• Responsible to coordinate, support and administer all Human Resource activities for the project site. Key to this role, is the engagement with and support to line management as well as employees providing guidance and direction in respect of all people management practices, processes, policies, and procedures. Consistently models and upholds the Aveng Values. Union, Community, Client, and Stakeholder engagement is also key to this role.

Minimum Requirements    
ACADEMIC QUALIFICATIONS:

• Relevant three (3) years tertiary qualification in Human Resources or Human Sciences field
• Postgraduate qualification in Human Resources advantageous

EXPERIENCE:

• More than 8 years related work experience in a HR management role.
• At least 5 years in an HR generalist role.
• At least 5 years Mining industry experience in the HR field.

Duties & Responsibilities    
Implementation of the HR Strategy:

• Alignment of the HR Strategy to the site operational plan
• Implement a people framework for the project to ensure best people practices are defined and functional.
• Drive the implementation of the HR strategy in support of the site strategic objectives
• Monitor the effectiveness of the implementation of the HR Strategy

People Analytics:

• Provide highly reliable and valid metrics that will empower leaders to make critical decisions with regard to people and project performance.
• Maintain relevant dashboards reflecting appropriate people information for decision making and determine whether the project is on track against business strategy and organisational performance and people targets.
• Track and monitor HR metrics, translate them into information that the GM and HODs can use to make important business decisions.

People Management:

• Establish a competent HR team to become trusted business partners to the management and leadership.
• Capacitate and develop a strong team of practitioners who can deliver on the requirements of the project.
• Develop a strong team that will be able to support and enable the project to create a work environment that will attract and retain competent people.

 Administration:

• Oversee and manage the Site payroll function (including but not limited to time and attendance, leave capturing, overtime, pay queries).
• Oversee administration of the full employee life cycle of all employees on site.
• Ensure the Learning and Development function meets its site level objectives (including but not limited to the Annual training plan (ATP), Annual Training Report (ATR) and Training Matrixes.)

Governance

• Ensure compliance of employment related acts e.g., the basic conditions of employment; EE act; and skills development act.
• Ensure policies and procedures regarding all people practices are implemented and adhered to.
• Ensure fair practices regarding disciplinary, incapacity and exit processes.

 Employee Life Cycle

• Recruitment, selection, and onboarding - Ensure proper recruitment, selection and onboarding practices are implemented and sustained within the project. This includes role profiles; competency-based interviews; assessments; onboarding and socialization process.
• Performance management - Ensure all roles are linked to performance objective and leaders are equipped to manage performance effectively in a sustainable way - Ensure that role objectives are aligned to project objectives - Ensure that best practice with regards to management of performance is implemented effectively
• Learning and Development - In partnership with site management, ensure that all employees are equipped to perform well in their roles - Help management to lead in such a way that it will result in an engaged workforce.
• Reward and Recognition - In partnership with management ensure the implementation and maintenance of an effective reward and recognition program that will drive the right behaviour in terms of the performance targets and culture of the project and Moolmans.

Employee Relations

• Discipline - Ensure effective dealings with Disciplinary hearings.
• Ensure effective negotiations with Unions and employee related matters.
• Ensure effective dealings with CCMA/ Labour court matters.
• Ensure effective dealings with the Local Community Forums in collaboration with the Client.

Employment Equity and Transformation

• Ensure optimum contribution towards Moolmans BBBEE Level 2 requirements.
• Ensure Unions are effectively engaged with relevant employment equity and transformation matters.

Organisational Development

• Leadership Development - In collaboration with GM, ensure talent pipeline and succession planning are in place, with the focus on critical and core roles.
• Change management - Ensure that proper change management is implemented during times of business transformation or any other change that influence employees.
• Culture and climate - Ensure that leaders are enabled to drive the culture, values, and climate in line with the Moolmans business plan.
• Communication - Ensure effective communication practices are in place across the project resulting in engaged employees.
• Employee Value Proposition and Engagement - In partnership with management, implement the employee value proposition that will ensure that the project attracts and retains top talent - In partnership with management, implement an employee wellness programme to ensure that employees are engaged fully and enabled to perform well.

Budget and reporting

• Manage the project HR budget effectively.
• Submit monthly reports to the GM to give feedback on progress made on strategic as well as operational matters.
• Analyse data and provide GM and HOD team with relevant information to make timely decisions to optimize the people ecosystem and maximize project results.
• Ensure Employment Equity and Skills Development Reporting for the site are managed well.

Knowledge Skills & Abilities    

• Good knowledge of principles and procedures for employee recruitment, selection, training, compensation and benefits, labour relations and negotiation, and employee information systems
• Comprehensive understanding of IR processes and procedures
• Knowledge of CCMA processes
• Has an in-depth understanding of relevant labor legislation, policies and procedures
• Highly proficient in an HR/Payroll system (Symplexity will be advantageous)
• Remains up to date with Human Resource trends and industry wide developments
• Understanding of the LRA, BCAA, EE and Skills development Act
• Solid foundation of integrated people practices
• Budget management
• People management
• Microsoft package
• Change management
• Good Computer Literacy (MS Office)
• Good Verbal and Written Communication Skills
• Time and Attendance management advance competence
• Meticulous, detailed, well-organized and able to work independently to meet deadlines.
• Able to effectively deal with technical specialist as well as tactical thinking work environments.
• Adheres to principles and values.
• Meets deadlines and agreed schedules.
• Maintains effective relationships with all stakeholders.
• Maintains effective levels of self-mastery.
• Ability to work under pressure.
• People Management - Interpersonal skills - Emotional Intelligence - Influencing - Leadership - Negotiation - Reporting - Presentation - Strong implementer - Team player - Perseverance - Assertive (with EQ)

Behavioural Competencies    

• Interpersonal Skills
• Emotional Intelligence
• Influencing – Leadership
• Negotiation
• Presentation
• Team player
• Perseverance
• Assertiveness
• Valuing Individuals
• Upholding Standards
• Resolving Conflict.

Closing Date    
2023/08/18