Human Resource Practitioner at RCL Foods

Job Description    

• This specific position that we are recruiting for is in the SIQALO Foods business, a subsidiary of Remgro and sister company of RCL FOODS.
• Siqalo Foods is seeking a versatile HR Practitioner who has a solid career history in HR Generalist and/or ER Practitioner functions to join their team! The successful incumbent will need to ensure effective Human Resources support to the business unit/factory through adequate delivery of HR Services, practices, procedures. The role reports to the HR Business Partner and is based at the Spreads Factory in Boksburg.

Purpose of the role:

• Responsible for the implementation of key HR processes including recruitment, staff counseling, career path planning, employee assistance, annual salary increases, and managing the performance management process
• Support the Business Partner with IR/ER related matters within the business

Minimum Requirements    

• Diploma / Degree in Human Resource Management
• 3 - 5 years’ experience as a HR generalist.
• 3 - 5 years’ experience in effectively handling Employee Relations and CCMA cases
• Valid Code EB drivers’ licence

Duties & 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.
• Participate in consultations with organised labour.
• Coach Line Managers on effective delivery of Disciplinary hearings
• Represent the organisation at CCMA (Conciliation and Arbitration)
• Chair the monthly meetings with Shop Stewards in the absence of HRBP.

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.

Organisational 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 HR 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.
• Quarterly checks on allowances (e.g.: cold allowance) and compare with actual employees working in department.
• Run and analyse HR reports, and discuss with business (to update monthly dash board.
• KPI’s.