HR Reconciliation Compliance & Compliance Officer - Houghton at SBV Services (Pty) Ltd.

Description
Drive compliance tCouncil terms & conditions and SBV exemptions, through quality control and governance

• Construct an audit scope, in conjunction with the HR Shared Services Manager, Payroll department & Remuneration department that is fit for purpose, ensuring SBV complies with the Council Terms & Conditions and applicable exemptions
• Maintain the audit scope, updating with applicable stakeholders post Exemption Board meetings or when the Council updates the mandate document

Track and monitor changes from the Council, creating a proposal / report advising relevant stakeholders on:

• The changes
• The implications for SBV
• Recommended course of action
• Conduct an internal audit on SBV (HR & Payroll) against the Council Audit requirements as per agreed frequency, submitting findings tSenior Management in preparation of annual Council audits
• Engage with applicable management in order tcraft corrective actions, tracking all actions until resolution.

Conduct continuous monthly audits and spot checks tensure SBV does not impact labour & legislative instability in relation tpositions under Council’s jurisdiction for the below processes but not limited to:

• Engagements of employees intCouncil positions
• Separations
• Transfers
• Promotions
• Demotions
• Acting Positions
• Secondments
• Kronos hours
• Applicable pay rules utilized
• Shift allowances
• Correct documentation is used
• Etc.
• Conduct Reconciliations of information across various data points

In conjunction with the HR Shared Services Manager, Payroll Manager and Remuneration Department, create the templates and requirements for the reconciliation process addressing the below but not limited to:

• Agreed upon data sources
• Parameters tbe used
• Frequency
• Tolerance levels
• Corrective actions
• Reconcile data, providing a report tSenior Management on the below, but not limited to:
• Leave Accruals: Levy payments versus accrual
• Leave Planned versus taken for employees within Council
• Old SBV leave versus New Council accumulation
• Correctness of allowances paid
• Bonus days in terms of eligibility and then rate of options chosen
• Correct 13th Cheque accumulation and pay outs for all types of employee movements
• Control and co-ordinate Union membership of Employees
• Support the HR Shared Services Manager in creating the necessary process flows for managing Union Memberships for on-boarding, maintenance and separations.
• Responsible tmaintain the process flows for union memberships, liaising with the necessary stakeholders for buy-in and approval
• Liaise with the applicable Union representative and SBV IR representative toutline the SBV requirements that the parties need tmeet or consider in order tstreamline and be effective in managing the process.
• Create or update any necessary documents or checklists, communicating them tthe HR teams and line management.
• Create and maintain an electronic record of all current union memberships across all applicable unions within SBV
• Provide a monthly validation between the electronic record and the information on the payroll system, dealing with discrepancies with the applicable stakeholders until resolution
• Provide a monthly report tSenior Management on Union membership categories and trends, inclusive of the number of movements into, out of and between unions.

 Provide support through an advisory capacity

• Act as the conduit between SBV HR and the council for day-to-day queries, escalating trends tManagement and providing feedback tthe HR team.
• Escalate complex or contentious concerns tthe management team tensure internal alignment prior tCouncil engagement.

Provide support on projects within the HR department

• Provide input intprojects that will arise in the HR department
• Lead projects allocated, delivering high quality outcomes as per agreed upon deadlines.

Requirements
3 years’ experience in a HR officer or HR compliance role with a clear focus on:

• Compliance measurement
• Auditing of processes and practices
• Reconciliation of data

Reporting

• Intermediate level MS Office, including knowledge of Vlookup in Excel
• Advanced knowledge of HR software platforms
• Advanced knowledge of relevant legislation relating tLabour Management
• Preference will be given to candidates that have working knowledge of the National Bargaining Council of Logistics Road Freight Industry

Minimum Requirements: Education

• BA / BCOM: HR Management / 3 Year HR Diploma or relevant Risk Management degree with 5 Years intensive HR experience Competencies