Human Resources Officer at Netcare

ROLE SUMMARY

• The Human Resources Officer is required to perform a full generalist human resources function, which includes industrial relations, recruitment and selection, training, counselling and the supervision of administration processes. The incumbent will further supervise staff, to meet tight deadlines, to be accurate, to follow policies and procedures and interact with members of the staff, management, external companies and agencies associated with Netcare as well as members of the public.

CONSISTENCY OF CARE
Business acumen

• Demonstrate basic business sense and be aware of key industry drivers. Understand how the business works and earns an income and apply this knowledge to less complex workforce situations in the local environment to ensure that HR processes and systems deliver business outcomes.
• Display a basic practical understanding of the business mission and value proposition and how functional business structures, levels of work, reporting lines, systems and work processes support these objectives.
• Ensure a basic command of the business language to consider and ask business relevant questions.

Financial and accounting knowledge

• Display a basic understanding of financial accounting principles to collate and/or calculate payroll information and other HR costs.

Knowledge of remuneration practices

• Apply basic knowledge of organisational salary structures, scales and ranges for staff graded C5 and below to prepare letters of offer (basic salary, overtime, and benefit allowances), to calculate annual/interim salary increases in line with Remuneration policies and procedures, and to handle routine payroll queries.

Knowledge of best practice and benchmarking

• Demonstrate knowledge of and adhere to internal best practices for standard operational HR practices, processes, and procedures.
• Advise on changes to implement to ensure best practice and operation efficiency

Project management

• Coordinate project activities and small sub-projects under management guidance; project activities have a clearly defined framework and a scope that is focused and short in duration.
• Projects involve enhancements/ adjustments to work practices, processes and systems to ensure ongoing improvement.
• Plan project activities and briefs and monitor resources and stakeholders regarding roles, responsibilities and progress.
• Drafting of a monthly newsletter.

Personnel administration

• Adhere to all personnel administration policies, processes, systems and procedures; ensuring that personnel records are accurate and up to date.
• Handle all routine personnel administration queries and work requests and resolve these efficiently and effectively within required SLA’s and turnaround times.
• Oversee the personnel administration of Human Resource Assistants

TRANSFORMATION OF OUR SOCIETY
Knowledge of learning and development

• Apply basic practical training/adult learning techniques (instructional methods, demonstration, and presentation) to impart technical HR and organisational induction information in a group learning context.
• Train new staff on the SHOUT induction training program.
• Understand the fundamental difference between training and learning and apply this knowledge in less complex learning situations.
• Gather, collate, analyse and diagnose basic skills development needs in the business; seek to clarify learner expectations and establish clear objectives that are useful, relevant and organised around what the business and learners require.
• Recommend and coordinate enhancements/updates to HR learning materials and In-service training programmes as needed.
• Collate and monitor training schedules (as required) in line with clear learning and development policy requirements.
• Learn from others regardless of their position and educate self through study and analysis.
• Assist closely with a training needs analysis and the compiling of an ATR and WSP

Recruitment and selection

• Demonstrate satisfactory knowledge of targeted recruitment and selection practices for non-managerial positions to advertise vacant positions, to shortlist suitable candidates and to conduct a structured/standard interview for recruitment purposes.
• Maintain effective working relationships with local learning institutions and recruitment agencies to expand pool of candidates.
• Leverage referral hiring – ask current employees to suggest candidates who are qualified and might fit requirements.

Employee well being

• Provide a counselling/ advisory service to staff on all HR related matters.
• Provide a counselling/advisory service to all staff on work related matters and social problems. Forward referrals to a professional body such as ICAS where appropriate
• Provide a non-threatening and supportive environment for voluntary disclosure of HIV positive employees and continuing education of HIV/Aids
• Assist with the organisation and implementation of employee wellbeing programs

Culture and change management

• Communicate the importance of change to help others understand change and the urgent need for change.
• Align work systems and processes to support the change.
• Take action and make decision to reflect the organisation’s new focus and priorities.
• Address resistance to change by helping others to overcome resistance, and by empathising with those who feel loss as a result of change.

Leadership and values

• Live the organisational values and behave ethically. Align own behaviour, decisions and actions with defined values and codes of conduct.
• Communicate and help others to understand and realise the importance of organisational vision and values.

Risk management and industrial relations

• Adhere to Labour Legislation including the Labour Relations Act (LRA), Basic Conditions of Employment Act (BCEA) and The Occupational Health and Safety Act (OHSA).
• Facilitate and coordinate the Disciplinary Enquiry process under management guidance, ensuring that due process is followed in compliance with Employer and Employee legal rights and Group policies.
• Apply knowledge of IR Procedures to effect employment suspensions, to investigate allegations and to collate and report on evidence gathered.
• Coordinate grievances, ensuring that grievance procedures are correctly followed and that all matters of grievance are lodged and handled appropriately by management.

Performance management

• Demonstrate practical knowledge and understanding of Performance Review Procees and the Balanced Scorecard performance appraisal process and forms by explaining how these are applied to evaluate employee performance against defined work standards and goals.
• Apply knowledge of the performance management cycle (i.e. clarifying expectations, setting objectives, identifying goals, providing feedback, and evaluating results) to support line management and staff in detecting, discussing and correcting poor performance.
• Adhere to poor performance management processes.

Knowledge of reward and recognition practices

• Understand how intangible rewards can be used as an incentive to motivate staff and apply these basic principles where necessary in less complex work situations to motivate employees and improve morale.rive the Reward and Recognition program and ensure implementation by line management
• Provide support and guidance to line manager

Personal and professional development

• Assume responsibility for own personal and professional development
• Keep up to date with Netcare’s evolving policies and procedures

SKILLS PROFILE

EDUCATION
Essential

• A three year degree or a diploma in human resources management or an equivalent NQF level 7 qualification.

WORK EXPERIENCE
Essential

• Minimum of 1 - 2 years human resources generalist experience

KNOWLEDGE
Essential

• Knowledge of Remuneration, Talent Management, Transformation, Recruitment and Selection, Learning and Development, Organisational Design and Reengineering, IR and Performance Management
• Practical working knowledge of HR information and payroll/benefits administration systems to capture, access and extract data from a range of different HR databases/files
• Knowledge of all relevant Labour Relations Legislation
• Good working knowledge of the Basic Conditions of Employment Act
• Computer literacy