Human Resources Manager at H Systems (Pty) Ltd

KEY PERFORMANCE AREAS

• Recruitment.
• Remuneration and benefits.
• Training and Development.
• Employment Equity.
• Industrial Relations.
• HR administration and reporting.
• SHEQ Integrated Management System control.

MAIN RESPONSIBILITIES

RECRUITMENT

• Design and implement a workforce planning strategy to attract, engage, and retain top talent, aligning with current and future business needs.
• Lead and oversee the recruitment function to ensure streamlined, efficient, and effective hiring processes.
• Manage the full recruitment lifecycle, including:
• Securing approvals to recruit.
• Advertising vacancies across internal and external platforms.
• Shortlisting candidates based on job specifications and criteria.
• Conducting pre-screening and initial assessments.
• Organizing and participating in interview processes.
• Performing reference and background checks.
• Extending employment offers and negotiating terms.
• Coordinating a seamless induction and onboarding experience for new hires.
• Serve as the company representative with recruitment service providers and manage associated costs.

REMUNERATION AND BENEFITS

• Develop, implement, and maintain remuneration and benefits policies to ensure fair, competitive, and equitable practices that align with the organization’s strategic goals.
• Provide advice and recommendations to the CEO and CFO regarding remuneration strategies and policies, ensuring alignment with market trends and internal equity.

Coordinate the annual salary review process, including:

• Position grading with the Remuneration Committee, as required.
• Submission of data for salary benchmarking.
• Analysis and reporting of salary data to inform decision-making.

Payroll management:

• Accurate capturing of payroll inputs.
• Reconciliation and validation of payroll inputs.
• Effectively manage leave policies to align with business and legal requirements.
• Review and ensure accuracy of payroll data and compliance with legislation.
• Prepare and submit statutory contributions (e.g., UIF).
• Manage employee benefits programs, including medical aid, provident funds, and other offerings, ensuring seamless administration and compliance.
• Ensure remuneration, payroll, and benefits processes comply with legislative requirements and company policies.
• Provide regular reports and insights on payroll, benefits, and salary trends to support strategic decision-making and as required by the business.

TRAINING AND DEVELOPMENT

• Develop and implement strategies to build high-performing teams, enhance leadership capabilities, and foster a culture of innovation, accountability, and continuous learning.
• Submit the Workplace Skills Plan (WSP) and Annual Training Report (ATR) to the relevant SETA annually, ensuring maximum grant recovery opportunities.
• Collaborate with Line Managers to assess training needs and implement learning and development initiatives.

Oversee the Learner Management System (LMS), including:

• Designing and uploading job-specific training content.
• Launching training programs and managing course distribution to employees.
• Monitoring participation, tracking completion rates, and reporting on training metrics.
• Ensuring the LMS is updated regularly with relevant, engaging content.

Coordinate training activities to meet business needs and targets:

• Source and manage training providers.
• Designing and implementing internal training manuals, workshops, and competency assessments.
• Tracking training outcomes and evaluating the effectiveness of programs.
• Oversee the performance review process to support employee development, including:
• Establishing systems for bi-annual employee evaluations.
• Analyzing evaluation results to identify skill gaps, high performers, and areas for improvement.
• Providing feedback and coaching to support employee growth and performance optimization.
• Design and implement career development frameworks to support employee progression and retention.
• Facilitate succession planning initiatives to ensure business continuity and the development of future leaders.

EMPLOYMENT EQUITY

• Oversee and manage all Employment Equity (EE) processes to ensure compliance with relevant legislation and alignment with organizational goals.
• Conducting internal audits to identify gaps and track progress against EE objectives.
• Developing, implementing, and monitoring the company’s Employment Equity Plan in collaboration with key stakeholders.
• Chairing EE Committee meetings, fostering active participation, and ensuring alignment with the company’s transformation goals.
• Preparing and submitting accurate and timely EEA2 and EEA4 reports to the Department of Labour.
• Providing guidance and training to managers and committee members on EE responsibilities and legislative updates.
• Monitoring the achievement of EE targets and addressing any areas of non-compliance.

INDUSTRIAL RELATIONS

• Provide guidance and support to maintain a constructive and positive employee relations climate.
• Oversee and manage disciplinary and performance-related processes, ensuring alignment with legal requirements and company policies, including:
• Drafting charge sheets and coordinating the appointment of external chairpersons for hearings.
• Representing the company during disciplinary hearings or investigations.
• Managing grievances and disputes effectively, including representation at the CCMA to resolve matters efficiently.
• Proactively identify and mitigate risks to minimize labour-related costs.
• Provide training and support to Line Managers to ensure fair and consistent application of disciplinary and performance management procedures.

HR ADMINISTRATION AND REPORTING

• Prepare and maintain comprehensive HR reports, including but not limited to payroll, recruitment, training, and ESG metrics.
• Draft, review, and implement HR policies and procedures to ensure compliance with legal requirements and alignment with organizational goals.
• Manage onboarding and integration frameworks to ensure a seamless experience for new employees and support their transition into the organization.
• Oversee organizational design initiatives, including the development and maintenance of organograms and job descriptions to reflect the company’s structure and needs.
• Ensure the accuracy and confidentiality of employee records.
• Provide administrative support and assist employees with HR-related queries, ensuring timely and effective resolution of queries and concerns.

SHEQ INTEGRATED MANAGEMENT SYSTEM CONTROL

• Ensure adherence to the OHS Act.
• Reporting of Injury on duties to Department of Labour (CompEasy) timeously.
• Enable employee engagement through developing and implementing appropriate participation and communication platforms.
• Assist with Internal projects as required by the operational needs of the company.
• Assist with HR required processes for the ISO Certification Project as required.
• Responsible to comply with the SHEQ Integrated Management System (SHEQ-IMS) and the maintenance thereof.
• Always maintain a high level of customer service levels standards.

Requirements

KEY JOB REQUIREMENTS

QUALIFICATIONS

• 3 Year Bachelor’s Degree in the respective field (NQF 7).

EXPERIENCE

• Minimum 2-3 years’ experience in a similar role.
• Minimum 8 years’ Human Resources experience.