HR Practitioner at Vector Logistics

Job Purpose

• Ensure effective Human Resources support to the business unit/factory through adequate delivery of HR Services, practices, procedures.

Key Responsibilities

Employee Relations

• Provide advice to line managers regarding the conduct and misconduct management processes.
• Provide advice to line managers and investigate/process disciplinary cases.
• Provide advice to line managers and investigate/process grievances.
• Review practices to ensure statutory compliance and regularly provide guidance to line managers.
• Manage the housing and SQ allocations and associated evictions.
• Participate in consultations with organized labor.
• Coach Line Managers on effective delivery of Disciplinary hearings.
• Represent the organization at CCMA (Conciliation and Arbitration).
• Chair the monthly meetings with Shop Stewards in the absence of HRBP.
• Manage and coordinate employee wellness including coordination of clinics,
• KKS, and capacity in meetings.

Resourcing

• Process permissions to recruit (workflow).
• Process the offers of employment/negotiation.
• Ensure that the Resourcing process is adhered to and jobs are timeously advertised on the eRecruitment and tracked.
• Manage and conduct interviews with Line Managers and selection test and make recommendations to Line for all C Band and lower positions.
• Supervise the orientation of new employees.
• Manage probationary reviews, employee evaluations and terminations.
• Ensure that the site job profiles are relevant and up to date and where job evaluation is required necessary arrangements are made with Line Manager and HRBP.

Talent Management

• Coach Line Manager on Performance Management Process and Talent & Org Review process.
• Facilitate Consistency Reviews and Talent & Org Review meetings.
• Coordinate the performance appraisal documents and consolidate performance ratings.
• Drive the succession planning for the site/ region.
• Facilitate employment equity target setting and monitor profile.

Health and Safety Compliance

• Manage the IOD/minor injury treatment process and reporting.
• Assist Risk Officer in monitoring IOD cases.

Organizational Design

• Liaise with Line Managers to get rationale for proposed positions, draw up new proposed org and submit to HRBP for sign off.
• Manage and update business organisational structure on SAP and ensure that all structures are up to date.
• Drive change management initiatives in line with the business and organisational objectives.

Training Development

• Compile training matrix from Appraisal doc.
• Facilitate HR training including adhoc refresher for employees and Line Managers.
• Drive Development Plans for all employees in C Band positions.

Employment Equity

• Drawing quarterly reports and discuss at EE meeting also using the same reports of appointments.
• Drive staff profile as per agreed KPI for the site by effectively engaging and advising Line Managers.

HR Administration

• Manage new employee on-boarding process.
• Manage terminations and exit interviews.
• Manage the capturing of HR information and data into the relevant systems and assure the integrity of the data.
• Provide advice and information to management and employees on H policies and procedures, including equal opportunity, anti-discrimination and occupational health and safety programmes.
• Advise management on work matters, career development, personal problems and industrial matters.
• Counsel employees on policies and rules relating to employment policies and programmes, and on the company’s rules and regulations.
• Prepare and process employment and personnel reports and surveys.
• Provide advice and assistance to staff members regarding possible discrimination on the basis of race, religion, non-relevant physical or mental disability, sex and age.
• Audit and draft compliant issues related to Eco wise and Capacity (5 files to be audited per month).
• Quarterly checks on allowances (e.g.: cold allowance) and compare with actual employees working in department.
• Run and analyze HR reports, and discuss with business (to update monthly dashboard.

KPI’s

• Reduction of Disciplinary and CCMA Cases.
• Drive statutory compliance in terms of BCEA.
• Analyse HR Reports.
• Accuracy and currency of HR data.
• Achieve agreed EE/ACI targets.
• Reduction of Overtime and Absenteeism.
• Development Plan in place for all Successors in C Band position.

Key Relationships

Internal

• Employees.
• Line managers.

External

• Unions.

Qualifications, Skills and Experience Required for the Job

Qualifications and Experience

• Degree in Human Resource Management.
• Valid Code EB drivers’ license.
• Must have at least 3-5 years' experience as a HR generalist.
• Must have IR experience.

Skills and Competencies

• Verbal and written communication.
• Able to work under pressure.
• Computer literacy.
• Report writing.
• Interpersonal.
• Negotiation.
• Logical thinking.
• Problem solving.
• Decision-making.
• Analytical thinking.
• Presentation.
• Administrative and organization.
• Numeracy.

Attributes

• Initiative and assertive.
• Tolerant of stress and pressure.
• Proactive.
• Attention to detail.
• Result focused.
• People orientated.
• Able to interact at all levels of the organization.
• Able to plan ahead and manage time.
• Able to priorities.
• Ability to build relationships with internal and external stakeholders.
• Confidentiality, tact and discretion when dealing with people.

Knowledge

• HR principles and practices.
• Employment and labor legislation.
• Change Management Processes.
• Business unit processes.
• Health and safety policies and procedures.
• HR systems.