Human Resource Manager: Shoe City at Pepkor Speciality

Qualifications

• A formal degree majoring in Human Resources Management/Industrial Psychology or similar.

Knowledge, Skills and Experience

• Minimum of 4 years’ experience in human resources management experience preferably in a retail (or similar)  environment.
• A demonstrated track record in implementing business and HR objectives within a head office environment.
• High competence in interpersonal, consulting, communication, negotiation, and coaching skills at all levels will be required.
• Ability to engage with and influence leaders successfully on key change initiatives.
• Delivery orientations, resilience, and the ability to deal with generalist HR functions.
• Understanding of current labour legislation (LRA, BCEA & SD9) and a thorough grasp of the related principles.
• Proven experience in managing and implementing projects and changing initiatives within a retail environment.

Key Responsibilities

HR Strategy

• Provide input into HR strategy for Shoe City, guided by the Pepkor Speciality Group strategy.
• Interpret HR and functional strategy into operational plans.
• Deliver operational plans and processes aligned to strategy.

HR Administration, Analysis & Reporting

• Compile and provide accurate, reliable employee data analysis, information, and statistics to enable effective decision-making.
• Compile and submit HR information to monthly brand management reports.
• Submit all monthly payroll information accurately and timeously to the payroll team for processing.

Culture 

• Facilitate team culture, values, and principles in line with company brand and business culture.
• Manage survey processes for relevant teams, communicate results, and facilitate action plans.
• Facilitate and assist with change management.

Remuneration

• Manage and provide advice to line managers on all remuneration processes, guided by the Remuneration and Benefits Manager.
• Advise and recommend relevant packages in line with the pay policy to managers for current and potential employees.
• Advise employees with regards to benefits and remuneration.
• Advise relevant stakeholders (employees, managers, and payroll) on any changes to remuneration and benefits matters.

Talent Mapping

• With the  Line management plan and execution on workforce planning
• Coordinate all the Recruitment and Selection procedures within the teams
• Provide guidance and execution on all Organizational Design matters
• With the Training and development team, execute an annual Talent mapping  process and action plans following these annual sessions
• Implement, coordinate, and guide teams on the annual Performance management processes and procedures.

Employee Relations 

• Advise and assist managers in all matters governed by the LRA and company policy.
• Represent the company in matters that escalated to CCMA.
• Ensure appropriate record-keeping.

HR Project Management

• Provide project management support and HR expertise to the business with specific related projects.
• Manage and deliver on HR projects related to the business, HR or functional strategy.