HR Manager at TAU Mining (Pty) Ltd.

Job Purpose:

• Head of Department responsible for delivery of the full HR function on site, including but not limited to HR Governance, Recruitment & Selection, Training & Development, Employee & Community Relations, HRIS & Reporting as well as Time & Attendance/Payroll input and Benefit Administration. Act as HR Advisor and work closely with HODs to ensure that all HR-related matters are timeously addressed in accordance with HR best practices, CO Policies & Procedures as well as applicable Labour Legislation. Manage and mentor HR team subordinates.

Key Performance Areas

HR Governance, Administration & Audits

• Ensure that all approved HR policies, procedures, memorandums, and rules are properly communicated to Line Managers and Employees to ensure awareness. Monitor compliance by conducting frequent internal audits. Report and address deviations or non-compliance in conjunction with applicable Line Manager.
• Act as Advisor to Line management/HODs in respect of all people management processes and applicable Labour Legislation.
• Ensure that copies of Relevant Labour Legislation are displayed on site, as required by law.
• Implement and maintain a logical, well-organized HR filing & Administration system and ensure that employee files are kept up to date and securely stored and that all key processes can be tracked.
• Act as Co HR Representative during audits. Prepare and present files and reports for internal as well as external HR audits by Client Representatives, Dept of Labour, DMR.
• Communicate audit findings to Co management team and implement remedial actions/corrective measures within stipulated deadlines.

Project Staffing: Recruitment and Onboarding

• Ensure that the approved project Organogram is maintained/frequently updated in conjunction with respective HODs.
• Drive recruitment to ensure that all vacancies are timeously filled whilst adhering to applicable recruitment procedures and EE objectives.
• Ensure labour availability on site within set project timelines to meet contractual production targets.
• Maintain recruitment and onboarding management reports to track recruitment processes and ensure that all new employees are scheduled for and attend applicable interventions.
• Identify scarce skills/hard-to-fill job categories and develop/implement measures, in conjunction with management team, to attract and retain such skills.
• Monitor onboarding turnaround times and implement measures to address delays. Immediately address or escalate (if necessary) challenges that cause delays in onboarding.
• Develop and implement a meaningful internal new employee orientation/induction program.

Training & Development

• Assist to develop and deliver the site-based training strategy, training programs, and Workplace Skills Plans in line with Organizational & EE objectives.
• Incorporate meaningful development and training programs as part of the training strategy to specifically benefit members of local communities/local labour sending areas.
• Ensure that a Training Matrix is developed, implemented, and maintained by Training Dept; all training interventions to be communicated to HODs and employees in advance and attended as scheduled.
• Monitor training intervention scheduling, communication, and attendance to ensure that all employees' annual medical fitness certificates, machines licences, etc. are renewed before expiry.
• Co-ordinate succession management, performance management, and talent development interventions timeously and accurately as per project requirements. Ensure effective individual development plans are a by-product of the performance and succession management activities.
• Develop/source and schedule Employee Relations training programs for Line managers and Supervisors to ensure that they are fully equipped and skilled to deal with disciplinary matters in the workplace.

Employment Equity, Employee & Community Relations

• Establish Employment Equity & Skills development committee. Ensure that members attend applicable training courses, that quarterly meetings are held, and that committee functions properly and effectively. Facilitate meaningful consultation between management and employee representatives.
• Establish site ER Committee, schedule and facilitate monthly meetings. Ensure that all agenda items are addressed and feedback provided to workforce timeously.
• Attend meetings with organized Labour/Union Officials, if required. Handle all matters related to the LRA.
• Ensure that HR Dept representative attends all grievance & disciplinary matters and hearings; disciplinary processes to be duly followed prior to taking disciplinary action against employees.
• Represent Co at all CCMA or Bargaining Council dispute resolution procedures (Conciliation & Arbitration level).
• Prepare reports and attend all meetings with Local Government or Local Shareholder forums as part of Co management Representative team.
• Establish and maintain meaningful professional relationships with all stakeholders to promote a positive Co image and ensure a peaceful labour and social environment.

Labour Budgeting & Payroll Administration

• Ensure that approved labour budgets are adhered to, in conjunction with respective HODs and the site General Manager.
• Ensure that all appointments are made at packages or pay rates as approved for the position.
• Monitor monthly payroll cost in conjunction with Finance Dept and General Manager to ensure that allowable is not exceeded; pay specific attention to overtime hours and frequency of overtime worked (monitor trends per Dept and per individual).
• Generate T&A reports to ensure that all employees are clocking at commencement and end of shifts.
• Ensure that all hours paid are duly accounted for and that T&A Policy & Procedure is adhered to.
• Ensure that all attendance hours are signed off by employees and respective line managers.
• Conduct frequent checks to ensure that payroll data is correct/accurate.
• Site-based processing and Administration must be completed and uploaded by weekly and monthly cut-off times.
• Ensure that payslips are timeously distributed to employees.
• Implement and administer system to log and track employee queries and ensure that all pay queries are timeously attended to and resolved/closed out.

HRIS & HR Reporting

• All applicable HRI (including electronic time and attendance) systems to be properly administered with accurate, up-to-date data. Effective systems integration & data to correlate between systems.
• Ensure that HRI systems are optimized and utilized to full capacity.
• Arrange training for HRI systems end users and ensure that user rights are correctly allocated.
• Address all systems-related issues or malfunctions with urgency, escalate issues for assistance where needed to ensure prompt resolution.
• Prepare and present accurate, up-to-date, ad hoc/weekly/monthly (as applicable/requested) HR reports to internal and external customers on all people-related matters such as site employee complement, attendance/”man hours”, absenteeism, overtime, sick leave trends, staff turnover, vacancies/recruitment & onboarding, workforce analysis, Employment Equity statistics and Training interventions.
• Monitor report trends (especially leave/sick leave and overtime), identify HR-related business risks and develop/implement remedial measures and action plans in conjunction with Management team to mitigate risks/improve performance. Ensure that all Dept’s have leave plans in place for their subordinates and that leave balances are actively reduced, without compromising Dept or overall site performance.

Housing/Accommodation and Travelling

• Compile and administer schedule to manage all Co rental/client-provided properties. Liaise with Finance Dept to ensure that rent is timeously paid or discontinued at the end of rental agreements.
• Manage occupancy to ensure that employees do not overstay agreed periods of being provided with accommodation.
• Manage benefits to ensure that employees do not receive housing allowances whilst being provided with housing.
• Conduct rental property entry, monthly, and exit inspections and address findings, faults, or complaints.
• Liaise with Estate agents and/or Property owners around lease agreements and any matter pertaining to property. Ensure that lease agreements are timeously terminated or extended, subject to instructions from G.M./Snr. HR Manager.
• Generate and implement “house” rules related to Co accommodation. Ensure that occupants are familiar with rules and initiate disciplinary action where rules are transgressed.
• Handle temporary booking and travelling arrangements for visitors to site (H.O. support personnel/Suppliers).

Responsibilities as HR Site HOD

• Attend all scheduled meetings (internal/external) as Co Representative; site Head of HR.

Manage HR team on site and ensure that:

• Competent employees are appointed as HR Team members, that can deliver a prompt and professional HR service, as per set objectives.
• All HR Dept employees have clear job and role descriptions and understand what outputs are expected from them. Conduct frequent Dept meetings to ensure alignment and good communication.
• Dept. has leave rosters and excessive overtime is not worked. All overtime to be duly approved.
• Team members have development plans and attend scheduled, approved training interventions to continuously improve skills levels and competencies. Act as mentor to team.

Minimum Job Requirements:

• Grade 12 certificate.
• Formal qualification (B. Degree or N. Dip, preferably with B. Tech) completed in HR Management.
• A minimum of 8 years’ HR management experience of which at least 3-5 years must be in a similar level role, overseeing the full HR function as HR Manager for a project with +/- 600 employees.
• Comprehensive HR Generalist experience with excellent knowledge of applicable Labour Laws (BCEA, LRA, EE Act, Skills Development Act, COIDA, etc.)
• Comprehensive experience related to project recruitment in an opencast mining environment.
• Valid code EB driver’s licence.
• Clean criminal record.

Knowledge, Attitude, Skills & Abilities:

• Excellent IR/ER skills with proven ability and track record to deal with Unions and represent Co during labour disputes at CCMA (Conciliation and Arbitration level).
• Strong leadership skills with numerical aptitude.
• Demonstrated experience working in a multi-discipline team.
• Advanced level of proficiency with Microsoft Office (MS-Word, MS Excel, MS PowerPoint, MS Outlook).
• Must be able to generate and present professional reports.
• Excellent knowledge of and ability to generate professional job advertisements, job specifications, and job descriptions.
• Deadline-driven and the ability to work under pressure.
• High level of attention to detail.
• Excellent Interpersonal relationship skills.
• Assertive & Performance-driven.
• Excellent communication skills, oral and written.