Human Resources Business Partner - Head Office at Rectron South Africa

Full Job Description

To deliver the HR strategy by partnering with the business to ensure that the necessary tools for effective employee relations, talent and performance management are implemented, thus supporting the business strategy. To drive HR best practice in line with current legislative requirements.

Outputs and Responsibilities

Resource Planning

• Drive adherence to talent acquisition policies and procedures
• facilitate panel interviews as & when required
• Facilitate employment checks as and when required
• Manage vacancies within a time to fill requirement of 35 days
• drive the achievement of Employment Equity goals
• advise line management on recruitment standards, budgeting documentation and processes
• ensure timeous submission of documentation of new hires to payroll
• manage employee LTO in line with Turnover targets
• Manage process relating to resignations, retirement, dismissals, retrenchments, and severance
• Conduct exit interviews with resigned employees

Talent Management

• Facilitate departmental talent forums.
• Develop Departmental talent plans and the execution of action items thereof
• Train & coach line managers on the talent management process and implementation of the talent management plan
• Facilitate the career pathing process
• Facilitate skills planning and IDP’s for all employees
• Train and coach line on the performance management framework
• Drive performance management practices and standards
• Ensure that all employee performance agreements and reviews are in place
• Coach and guideline on the poor performance management process

Skills Development

• Facilitate the implementation of the departmental skills plan with the Learning and Development team
• Make recommendations to the Learning and Development Manager regarding improvements or changes to such things as needs analysis generation, training delivery, assessment and work optimization
• Facilitate the effective induction and onboarding of new hires

Employee Relations

• Ensure sound and consistent interpretation and application of all legislation, company policy and
• Plan, schedule, train, coach and continuously assess all line managers’ competence regarding Employee Relations practices
• Consult with line management regarding grievance, disciplinary, appeals and CCMA hearing outcomes to ensure consistency and best possible outcomes and monitor trends at individual complex
• Evaluate the implications of potential hearing
• Ensure the correct formulation of preferred disciplinary
• Liaise closely with the HR manager regarding problematic cases, expected or actual restructuring /operational requirements, potential industrial conflict/work stoppages/strikes and group grievances
• Prepare cases and consult with HR Manager regarding CCMA and Labour Court matters as applicable
• Provide required ER statistics re dismissals, warnings, grievances, CCMA referrals, etc. to the HRM/HR Exec
• Provide support to staff on HR issues, as and when required

Employee Wellness Programme

• Coordinate and facilitate the use of the Employee Assistance Program effectively
• Ensure that the updates and timeous communication on EAP topics is sent out to employees
• Ensure that feedback reports are provided from service provider
• Coordinate and organise formal wellness functions and events nationally with the EAP representatives

Reporting

• Provide required ER statistics (Dismissals, warnings, grievances, CCMA referrals) to the HR Manager
• Provide required Training statistics to the Learning and Development Manager, including Attendance Records, training expenses and assessments of competence
• Provide required statistics to the Talent and Acquisition Specialist, including vacancies, talent pools, development plans and recruitment costs

Culture and Climate

• Ensure HR service delivery for internal and external customers
• Drive organizational cultural activities in line with the business strategy and Organizational values
• Drive cultural survey completion and action planning
• Drive recognition program

General

• Provide input to the Development, of all HR policies and procedures.
• Maintain and update HR information Systems
• Assist with the managing HR related cost savings, headcount and budgets
• Adhoc HR projects, when required

Education/Qualification

• Matric
• National Diploma/Degree Human Resources Management

Skills and Competencies

• HR Best practice
• Strong Understanding of LRA,BCEA, Skills Development Act, Employment Equity Act
• Strong communication skills on all levels
• Conflict management and Problem solving
• Ability to work under pressure
• Well-disciplined individual
• Attention to Detail
• Planning and prioritising
• Change Management
• Talent management
• Understanding of business operations
• Ability to translate strategic direction into an operational plan
• In depth knowledge of company policies, processes, and procedures
• Strong business partnering skills
• Strong interpersonal skills; ability to work well on cross-functional teams and foster team commitment to tasks
• Leadership maturity
• Project management skills
• Deadline driven

Experience (experience required for the job)

• Minimum 3 years HR Business Partnering experience
• Minimum of 3 years’ experience in dealing with IR matters
• Minimum 3 years Talent and Performance management experience