Manager: Employee Relations and Talent Acquisition at AVBOB South Africa

Description

Employee Relations

• Formulates the Group’s ER strategy in line with the Group’s overall strategy and business objectives for approval by the General Manager: HR.
• Reduce risk by developing programs, policies and promoting procedures to promote fair and equitable employee relations and business decisions.
• Responsible for highlighting employee relations infractions and recommending resolutions to management.
• Acts as a representative for the Group in all union related matters.
• Design programmes to ensure the fair treatment of employees and effective communication between employees and managers.
• Educate and communicate employee relations policies, procedures, programs and legislation to all stakeholders thereby minimising the Group’s risks
• Recommends employee relations practices to GM: HR necessary to establish a positive.  Employer- employee relationship and promote a high level of employee morale and motivation.
• Monitors the implementation of a performance improvement process with non-performing employees.
• Management of general employee appeals through the company grievance procedure.
• Track and monitor grievances as well as developing effective strategies to reduce reported grievances and disputes.
• Provide expert advice and guidance to General Management on all labour related process such as S189, S197, realignment of roles, restructuring.
• Keeping the Group abreast of changes in legislation and advising on compliance and mitigation of risk.
• Enhance Employee Relations capability amongst line managers and HR Business Partners through training, coaching and the development of effective tools and guidelines.
• Maintaining and supporting effective, solutions-focused and trustworthy partnerships with external stakeholders that support ER and IR activities on behalf of the Group.
• Recommend policies to GM:HR for approval by the People Practices Committee.
• Manage the ER Team in delivering a proactive and efficient employee relations function.
• Review all employment policies, ensuring they are compliant and updated to reflect employment legislation.
• Represents the Group in Grievances, Arbitrations, Dispute resolutions, contract negotiations and other employee relations legal matters
• Represent the Group in all Labour Court and Labour Appeal Court through external attorneys.
• Continuously improve ER processes through the use of internal and external data available to the Group.

Talent Acquisition

•  Design, develop and oversee the implementation of the Talent Acquisition strategy, policies, processes and programs to attract, evaluate and hire qualified candidates.
• Develops and builds hiring processes within the Group.
• Manage initiatives to establish a strong Employer brand for the Group.
• Develops, streamlines and enhances staffing systems, tracking reporting and analysis.
• Leads sourcing and recruiting initiatives and processes to leverage networking and employee referral
•   Ensures compliance with all legal, employment equity and employment regulations.
• Research and recommend new sourcing tools and recruitment software.
• Maintain talent pipelines with potential candidates and past applicants for future staffing needs
•  Provide management with training on recruitment policies, processes and interview techniques.
• Ensure that recruitment effort is aligned to the Group’s EE targets.
• Manage a team of recruiters and provide assistance as needed
•  Monthly reporting to the GM: HR for Exco reporting on the talent acquisition activities.
• Use data reporting to enhance process and mitigate risk associated with talent acquisition in the Group

HR Business Partnering

• Ensure alignment of the HR function to the ongoing needs of the different regional departments within the group.
• Facilitate the appointment process of the provincial business unit structures in line with the business timelines.
• Manage Area HR Managers to ensure the effective implementation of the Group’s HR initiatives at the regions.
• Build strong stakeholder relationships with the provincial managers and GMs. Provide the required HR support as a liaison between HR and the business.
• Monitor the implementation of the HR strategy at the regions.
• Monthly reporting of HR activities in the regions.

Team and Department Management

• Manage the ER and Talent Acquisition departments in accordance with agreed policies and procedures, standards and legal requirements.
•  Monitor and measure the department’s performance in accordance with the metrics agreed upon.
•  Ensure that personal information is safeguarded in the department and that POPI requirements are met.
• Plan and ensure the development and maintain of suitable manpower capabilities for the departments under control.  Ensure identification of critical skills essential for sustainability of service delivery and the development of succession plans.
• Develop and maintain a motivated and high performance team.
• Implement performance management in team, through setting of smart targets that contribute to meeting the Group’s objectives, tracking and monitoring performance.
• Mentor, and manage subordinates - includes continuously providing feedback and coaching to ensure that your team members perform at optimum productivity levels.
• Create and maintain a climate conducive to performance to ensure that the department delivers against objectives.
•  Identify and timeously address functional related problems and opportunities.
• Build and maintain relationships with stakeholders.
• Provide technical direction to direct support.
•  Identify, manage and report on operational risks and manage these risks.
• Manage the department’s annual capital and operational budget

Requirements

Minimum Qualifications

• LLB and/ or Post graduate degree in Human Resources 

Knowledge and Experience

• Minimum of 5-7 years’ experience in a Human Resources Management role
• Previous leadership of the HR function including the management of direct reports
• Strong knowledge of South Africa’s employment legislation and employee relations processes
• Previous experience in CCMA, Union negotiations and labour court representation.
• Sound knowledge of human resources principles and procedures for all related disciplines (Recruitment, selection, learning and development, compensation and benefits, labour relations)
• Intermediate level of proficiency relating to the MS Office Suite (in particular MS Word, MS Excel and MS PowerPoint)

Technical And Behavioural Competencies

• Excellent interpersonal and communication skills with the ability to engage stakeholders throughout the organisation
• Coaching and mentoring skills
•  Ability to partner with (and influence) senior management
• Budget Management Experience
• Highly motivated, proactive and resilient