HR Manager at Oza Holdings

Key Responsibilities:

Strategic HR Leadership:

• Develop, implement, and oversee the organisations HR strategy in alignment with overall business objectives
• Collaborate with executive leadership to ensure HR initiatives support the company’s long-term goals and vision
• Employment Equity Compliance and accountability
• Workplace skills program and MQA compliance

Department Management:

• Lead and manage the entire HR department, providing guidance, mentoring, and support to HR staff members
• Foster a collaborative and high-performance culture within the HR team

HR Strategy Development:

• Work closely with Senior Leadership to develop and execute HR strategies that enhance organisational effectiveness and employee engagement
• Drive initiatives related to talent management, workforce planning, and succession planning
• CompEasy compliance and understanding from both COIDA and RMA
• Management of department of labour and department of home affairs audits and compliance
• B-BBEE compliance and targets are aligned and met accordingly

Policy Development and Implementation:

• Develop and update HR policies and procedures in line with legal requirements and industry best practices
• Ensure effective communication and training on new policies and procedures to all employees

Industrial Relations Management:

• Oversee employee relations activities, including conflict resolution, investigations, and the implementation of policies to maintain a positive and inclusive workplace culture
• Provide guidance on complex employee relations issues

Employee Engagement:

• Design, implement, and manage employee engagement programs to foster a positive workplace culture
• Conduct regular feedback sessions and surveys to assess employee satisfaction and implement improvement initiatives
• Organise and coordinate team-building activities, events, and initiatives to enhance employee morale and team cohesion

Employee Queries and Concerns:

• Serve as the primary point of contact for employees regarding HR-related queries and concerns
• Provide guidance and support to employees on HR policies, procedures, and if applicable benefits
• Investigate and address employee grievances in a fair and timely manner

Performance Management:

• Collaborate with department heads to implement performance management systems, including goal setting, performance reviews, and development plans
• Provide guidance and support to managers in addressing performance issues and implementing improvement plans
• Administer bonus programs and manage annual increases and revised contracts

Training and Development:

• Identify training needs and coordinate the development and delivery of training programs for employees and managers
• Support the professional development and growth of employees through mentoring and coaching initiatives

Leadership Development:

• Implement leadership development programs to cultivate a strong leadership pipeline
• Provide coaching and support to senior leaders to enhance their management and leadership capabilities

Talent Acquisition and Retention:

• Collaborate with the recruitment team to attract, hire, and retain top talent
• Implement strategies to enhance employee retention and minimize turnover

HR Reporting:

• Prepare regular reports on HR metrics, including turnover rates, engagement levels, and other key performance indicators
• Utilize data and analytics to make informed recommendations for continuous improvement

Minimum Requirements:

• Degree in Human Resources, Business Administration, or a related field
• 10 years’ experience in HR management, including leadership roles
• Preferable experience in a Mining, Manufacturing, Construction or Engineering environment
• In-depth understanding of HR principles, practices, and legislation, particularly in the mining industry
• Familiarity with labour laws and regulations relevant to mining operations
• Knowledge of occupational health and safety standards in mining
• Awareness of industry trends and challenges affecting workforce management
• Proficiency in talent acquisition strategies and techniques.
• Ability to implement and oversee performance appraisal systems
• Skills in designing and facilitating training programs.
• Proficient in human resource information systems and data management
• Capability to analyse HR metrics and derive actionable insights
• Effective in negotiating with labour unions and addressing employee contracts
• Ability to inspire and guide teams, fostering a collaborative environment
• Strong verbal and written communication skills; able to convey complex information clearly
• Proactive in identifying issues and developing effective solutions
• Ability to build strong relationships with employees at all levels
• Flexible and responsive to changing organizational needs and industry trends
• Skilled in mediating disputes and facilitating constructive dialogue
• Strong sense of integrity and fairness in dealing with employee matters