Human Capital Officer at Boardroom Appointments

About the Role

• We are looking for an experienced Human Resources Officer to provide comprehensive Human Resources support within a fast-paced operational environment.
• The successful candidate will partner with business leaders and employees to deliver Human Capital solutions that support organisational objectives, operational excellence, employee engagement, workforce effectiveness and regulatory compliance.
• The role covers the full HR generalist function, with particular focus on employee and labour relations, talent acquisition, workforce planning, employment equity, performance management, organisational development, change management, Human Capital reporting and compliance.

Key Responsibilities
Talent Acquisition & Workforce Planning

• Coordinate recruitment, placement, selection and recruitment administration activities.
• Ensure recruitment processes comply with relevant policies and procedures.
• Screen applications and support candidate selection processes.
• Participate in interviews and advise line management on selection criteria and interviewing practices.
• Communicate conditions of service to successful candidates.
• Partner with management to identify current and future workforce requirements.
• Support recruitment and selection for critical and strategic positions.
• Ensure recruitment activities align with Employment Equity requirements and organisational objectives.
• Monitor vacancies, recruitment costs and relevant recruitment metrics.
• Conduct audits to assess recruitment practices against policies, procedures and legislation.

Employment Equity & Transformation

• Support implementation of Employment Equity and transformation action plans.
• Assist with achieving agreed Employment Equity targets.
• Support the effective functioning of Employment Equity structures.
• Monitor Employment Equity plan deliverables and action plans.
• Ensure alignment between recruitment and Employment Equity strategies.
• Support statutory Employment Equity reporting requirements.
• Monitor compliance with applicable Employment Equity legislation.

Employee & Labour Relations

• Advise managers on disciplinary matters, grievances and misconduct investigations.
• Provide guidance on incapacity and poor-performance processes.
• Support CCMA, Bargaining Council and Labour Court matters where required.
• Ensure consistent application of labour legislation, company policies and collective agreements.
• Facilitate conflict resolution and promote positive employee relations.
• Assist with union consultations and engagements.
• Support organisational change and restructuring processes from an employee-relations perspective.

Performance Management

• Drive performance-management processes across assigned business areas.
• Coach managers on performance goal setting and performance reviews.
• Support employee development planning.
• Monitor performance-management compliance and effectiveness.
• Support the implementation of performance improvement plans.

Organisational Development & Change Management

• Support organisational restructuring, transformation and change initiatives.
• Conduct impact assessments and assist with change-management plans.
• Facilitate communication and stakeholder engagement during organisational change.
• Support leadership-development and capability-building programmes.
• Assist management in implementing organisational-development initiatives.

Human Capital Reporting & Analytics

• Support the Human Capital Manager with workforce and headcount planning.
• Ensure new appointments, terminations and employee status changes are processed accurately.
• Maintain accurate employee files and records.
• Assist employees with HR queries and payroll-related matters.
• Prepare monthly and quarterly Human Capital reports.
• Monitor and analyse key people metrics.
• Provide meaningful Human Capital insights to management.
• Monitor metrics relating to headcount, employee turnover, performance management, succession planning and employee development.

Compliance, Governance & Risk Management

• Ensure Human Capital practices comply with applicable legislation, policies and organisational standards.
• Conduct Human Capital audits and compliance reviews.
• Maintain transparent and consistent Human Capital processes.
• Identify Human Capital risks and support the implementation of mitigation plans.
• Maintain accurate employee records and reports.
• Support restructuring processes and the development of appropriate business cases with line management.
• Drive continuous improvement across Human Capital processes and practices.

Minimum Requirements

• Degree or Diploma in Human Resources, Industrial Psychology, Labour Relations, Business Administration or a related field.
• Minimum 5–8 years' Human Resources generalist experience.
• Strong employee and labour relations experience.
• Experience handling disciplinary processes, grievances and performance-management matters.
• Knowledge of South African employment and labour legislation.
• Experience with talent acquisition and workforce planning.
• Experience with Employment Equity and transformation requirements.
• Experience supporting organisational development and change-management initiatives.
• Experience with Human Capital reporting and employee administration.
• Strong stakeholder-management and advisory skills.

Highly Advantageous

• Postgraduate qualification in Human Resources, Industrial Psychology, Labour Relations or a related discipline.
• Experience within a unionised environment.
• Previous experience within manufacturing, FMCG, pharmaceutical, logistics or another industrial environment.
• Experience supporting CCMA and Bargaining Council matters.
• Experience with organisational restructuring and transformation initiatives.
• Experience working closely with operational and line management teams.
• The ideal candidate is an experienced HR generalist who is comfortable operating in a hands-on, operational environment and partnering closely with line management and employees.
• You should have solid labour relations knowledge, confidence handling employee relations matters and the ability to balance day-to-day Human Capital administration with broader responsibilities across recruitment, Employment Equity, performance management, workforce planning, organisational development and change.
• Experience within a unionised manufacturing, pharmaceutical, FMCG, logistics or industrial environment would be particularly advantageous.