HR Officer at The National Film and Video Foundation (NFVF)

Qualification & Experience:

• Relevant Three Year - Degree in Human Resources Management / B Com in Industrial Psychology;
• 3-5 years of Human Resources generalist experience not limited to: recruitment, payroll, talent management, training & development, HR audits, performance management and employment equity;
• Experience in the facilitation and co-ordination of Employee Relations including disciplinary procedures and processes and providing advice to business units, CCMA procedures;
• Solid knowledge of the Basic Conditions of Employment Act, Employment Equity Act, Labour Relations Act and Skills Development Act;
• Membership of HR body (e.g. SABPP; IPM) highly advantageous.

Key Responsibilities:

Employee Relations:

• Maintain strong relationship with legal department;
• Establish relationship with open channels of communication with Union (NEHAWU);
• Manage the Union relationship and all relevant matters (e.g. shop steward meetings, agreements etc.);
• Ensure Grievance and Disciplinary procedures are documented, aligned to legislation and communicated to business units;
• Facilitate the process for CCMA cases (e.g. Conciliation, Arbitration, Con-Arb);
• Represent NFVF at CCMA;
• Identify changes in legislation impacting ER policies and make recommendations to ensure alignment; and
• Conduct workshops in collaboration with the policy department on HR Policies and Procedures for staff.

Talent Management:

• Coordinate training and development needs for NFVF staff, including:
• Identify training needs;
• Identify training providers and coordinate the training;
• Act in the capacity of Skills Development Facilitator liaising with the SETA; and
• Supervise drafting of WSP and ATR.

 Recruitment and Induction:

• Compile advertisements for vacancies (by Liaising with the HoD);
• Advertise positions internally;
• Coordinate the process for external advertisements if required;
• Receive, screen CV’s, shortlist suitable candidates and request further shortlist from HoD for interview purposes;
• Provide feedback to candidates after the interviews have taken place;
• Draft the offer of employment and make the offer to the successful candidate;
• Liaise with Service Providers regarding the need for psychometric assessment (if required);
• Facilitate the induction process and introduce the new employee to relevant staff members, and orientate the new employee in terms of the organisation, the role, vision and mission, policies etc.; and
• Facilitate exit interviews and provide the necessary feedback.

Compliance with HR legislation:

• Review and update all HR Policies and Procedures to ensure alignment to and compliance with labour legislation;
• Facilitate the Employment Equity process within the NFVF and ensure that the relevant documents (e.g. EEA2, EEA4, EE Plan, EE Analysis Report) are developed and implemented;
• Act as the appointed Employment Equity champion;
• Liaise with the auditors regarding quarterly audits; and
• Act as the first line of communication/support in providing the necessary information required.

Payroll Processing:

• Adjust salaries on Pastel as per approved annual increases;
• Load new employees on the system;
• Capture employee information (e.g. hours worked, leave, personal information);
• Ensure that 3rd party payments are processed timeously;
• Issue IRP5’s to employees; and
• Submit EMP201’s and EMP501’s to SARS as required.

Internship Programme:

• Identify the NFVF’s needs in terms of interns;
• Submit letter of intent to MICT SETA for internship programme;
• Recruit host employers and identify their specific requirements;
• Place the interns at the host Employers according to the needs of the host employers and the skills, abilities and knowledge of the Interns;
• Facilitate the induction programme and other sessions for Interns;
• Facility the process of identifying and appointing mentors as well as induction for the mentors;
• Liaise with the service provider regarding the payment of allowances for Interns;
• Constant liaison with the Mentor and Host Employer regarding ER Related matters; and
• Facilitate the exit process for Interns.

Staff Engagements:

• Identify staff engagement opportunities (e.g. Wellness Days) and determine appropriate scheduling;
• In partnership with the Communications team, determine communication medium appropriate to relay any staff related communication; and
• Assess impact post engagement and identify areas for improvement.

Performance Management Process:

• Facilitate and coordinate the bi-annual and final performance reviews;
• Receive the half year scores from the 360-degree performance management system used;
• Follow up with Managers after the outcome of the performance management session (e.g. training or improvement needs);
• Consolidate the performance management scores and submit to MANCO;
• Liaise with the moderation committee and set up the meeting for the Committee;
• Submit all the scores to the Moderation Committee;
• Get final scores from the Moderation Committee (after approval from the Moderation Committee);
• Apply the Performance Management Policy to calculate the performance bonuses;
• Provide feedback to HoD’s on the employee’s final scores and the bonus;
• Manage the payroll aspect for bonus payments; and
• Work closely with line managers in providing the necessary support for employees identified as under-performers.