Active Jobs at Pragma Global

Minimum Requirements

• Honours Degree in Human Resources
• 5-8 years HR Training and development experience with the engineering, production or software industry
• Software Industry Critical - Engineering Advantageous

Duties & Responsibilities

HR BUSINESS PARTNERING

• Onboarding: Support the roll out the Onboarding process including providing training and coaching to all people managers in the area of responsibilities as per role.

LEARNING AND DEVELOPMENT

• Individual Development: Build a learning framework aimed at effectively managing internal training. Design, implement, manage and track the Individual development plan programme for the group built on the foundation of the learning framework.
• LMS: Manage the administration and continuous maintenance of the LMS system.
• Group Training Needs Analysis: Partner with the business to identify organisational development/ learning needs and devise solutions which deliver successful outcomes.
• Statutory Training: Ensure mandatory learning and development requirements are consistently delivered to meet statutory requirements.
• Line Manager Training: Source and/or develop training to empower line managers to optimally lead teams focusing on Industrial relations, selecting, onboarding, development and retaining employees.
• Leadership Training: Source and/or develop Leadership Development Programmes for different career stages.
• SETA Management: Develop, submit, and implement the WSP & ATR reports and ensure appropriate quality assurance assessment processes are implemented.
• BBBEE Management: Lead, develop and oversee the provision of the organisations learning and development agenda linked to the BEE strategy which includes Bursaries, Learnerships and Internship Plans.

ORGANIZATIONAL DEVELOPMENT

• Engagement: Supportthe implementation of the organisation wide engagement strategy. Custodian of the employee engagement tools and manages the implementation, communication, analysis and actions arising therefrom.
• Organisational Culture & Values: Support the review and develop of companywide culture initiatives.
• Wellness: Support the roll out of Wellness Activities including providing training and coaching to all people managers in the area of responsibilities as per role.

HR INFORMATION SYSTEMS

• Reports: Support the design of Employment Equity and SETA reports.

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Minimum Requirements

• Honours Degree in Human Resources
• 5-8 year’s experience in a similar role
• Software Industry Critical - Engineering Advantageous

Duties & Responsibilities

HR BUSINESS PARTNERING

• Talent Management: Ensure vacancies are filled through effective recruitment methodologies. Identify critical and scarce skills and agree and develop a plan accordingly.
• Workforce Planning: Compile an Annual Workforce Plan to include retirement, resignations, and vacancies.
• Top Talent Management: Support the roll out the top talent management process including providing training and coaching to all people managers in the area of responsibilities as per role.
• Onboarding: Support the roll out the Onboarding process including providing training and coaching to all people managers in the area of responsibilities as per role.+
• Industrial Relations: Provide advice, support and guidance to line managers and employees on employment legislation, implementation of conditions of services, policies, procedures, and general employee relations matters. Upskills line management with regards to Labour Legislation and Employee Relations.
• Policies: Contributes to the design and Implementation of HR policies and procedures.
• Succession Planning: Support the roll out the Succession Planning process including providing training and coaching to all people managers in the area of responsibilities as per role.
• Performance Management: Support the roll out the performance management process including providing training and coaching to all people managers in the area of responsibilities as per role.
• Diversity, Inclusion and Belonging: Support in developing the EE plan, facilitate the alignment of the business strategy and the EE plan, ensure execution of all initiatives in the EE plan.

LEARNING AND DEVELOPMENT

• Learning and Development: Support the roll out of the Learning and Development process including providing training and coaching to all people managers in the area of responsibilities as per role.

ORGANIZATIONAL DEVELOPMENT

• Recognition Awards Reinvigorate: Support the roll out the Recognition process including providing training and coaching to all people managers in the area of responsibilities as per role.
• Exit Interviews: Support the Organisational Development function in acquiring the necessary date to create needed interventions
• Wellness: Support the roll out of Wellness Activities including providing training and coaching to all people managers in the area of responsibilities as per role.

HR INFORMATION SYSTEMS

• Employee Data: Accountable for employee data; ensuring all employee data and documentation is recorded on the relevant platform and updated based on standard operating procedures in support of transactional excellence.
• Org Charts & JDs: Review and regularly update org charts and job description of each position

REMUNERATION AND BENEFITS

• Increases: Support the roll out the Increase management process including providing training and coaching to all people managers in the area of responsibilities as per role
• Payroll: Manage daily payroll and HR related enquiries by employees including leave, overtime, etc.;
• Job Grading: Support job evaluation and grading to ensure all roles are aligned, correctly graded and benchmarked;
• Benefits: Manage the full coordination of Medical Aid and Provident fundwith PO2.

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Minimum Requirements

• Degree in Human Resources
• 5-8 year’s experience in a similar role
• Software Industry Critical - Engineering Advantageous

Duties & Responsibilities

HR BUSINESS PARTNERING

• Recruitment Strategy: Develop and execute recruitment strategies to attract top talent across all levels of the organization. Utilize various recruitment channels, including online platforms, networking events, and partnerships with educational institutions.
• Candidate Experience: Ensure a positive candidate experience throughout the recruitment process, from initial contact to onboarding, by maintaining clear communication, timely feedback, and a smooth transition into the company.
• Employer Branding: Enhance the company’s employer brand to position it as an employer of choice. Collaborate with marketing and communications teams to develop and promote the company’s values, culture, and benefits to potential candidates.
• Diversity and Inclusion: Promote diversity and inclusion in hiring practices by actively seeking diverse candidates and ensuring unbiased recruitment processes.

LEARNING AND DEVELOPMENT

• Learning and Development: Collaborate with department heads to identify skill gaps and create talent pools.
• Career Pathing: Support the design and implement career path programs that provide employees with clear opportunities for growth and advancement within the organization

ORGANIZATIONAL DEVELOPMENT

• Organisational Culture & Values: Incorporate company culture and values throughout the recruitment proces
• EVP Strategy: Develop and implement a strong Employee Value Proposition (EVP) that aligns with the company’s mission, values, and culture. Ensure the EVP resonates with current and prospective employees.

HR INFORMATION SYSTEMS

• Data Analysis: Monitor and analyze talent-related metrics, such as turnover rates, time-to-fill, and employee satisfaction scores. Use data insights to refine talent strategies and drive continuous improvement.
• Reporting: Provide regular reports to senior management on talent acquisition and retention activities, highlighting successes, challenges, and areas for improvement.