JOB PURPOSE
This role will be responsible for providing HC and IR support to the designated site or business.
This role will work closely with the HC team and business leaders to ensure the effective implementation of HC strategies and policies in alignment with business objectives. The primary purpose of the role is to work in close collaboration with the HR Executive to provide support to the various departments within the company in regard to recruitment; onboarding; training and development; performance management; disciplinary and labour related matters and HR Compliance.
JOB DESCRIPTION
HR Management
- Collaborate with HC team members to develop and maintain accurate job descriptions for all staff, ensuring alignment with organizational goals.
- Assist in structuring Key Performance Indicators (KPIs) to measure employee performance and drive productivity.
- Manage the issuance of HC actions, and other employee-related matters in a timely and accurate manner.
- Provide guidance and support to Business Leaders in handling various HC issues, ensuring fair and consistent application of policies.
- Maintain up-to-date employee records, ensuring accuracy and confidentiality, and update changes in employment status in the HC system.
- Act as a point of contact for employees, addressing their queries and concerns promptly and professionally.
- Offer guidance to Business Leaders and Clients on legislative requirements and compliance matters.
- Collaborate with the Business units to provide HC expertise and support.
- Escalate complex HC issues to senior HC management for resolution.
- Ensure the integrity and confidentiality of human resource files and records.
- Assist in organizing and executing special HC events
- Collaborate with department heads to develop accurate and inclusive job descriptions and specifications.
- Partner with department managers to assist in setting clear and achievable performance goals and objectives.
- Support the implementation of the performance management system, including regular reviews and feedback sessions.
- Provide guidance, in collaboration with the HC Manager, on addressing performance issues and creating improvement plans.
- Contribute to the monitoring of performance metrics and identification of high-potential employees for leadership development.
- Collaborate with managers to ensure alignment of individual performance with organisational objectives
Employee Relationship (ER)
- Lead end-to-end investigations, including risk analysis, fact-finding, and report writing, ensuring thoroughness and accuracy.
- Interpret and apply company policies and procedures in IR-related matters, providing clear and consistent advice to line managers.
- Draft warnings, absconding letters, and other HC-related documents with attention to detail and legal compliance.
- Manage bookings and related administrative tasks, ensuring effective coordination and communication.
- Facilitate effective communication between management and employees, promoting transparency.
- Ensure all contracts are up to date and relevant to the current labour legislation requirements.
- Ensure compliance to the BCEA, FAIS ACT and Labour Relations Act.
- Address all disciplinary matters in accordance with the relevant labour processes.
- Work with the department managers to provide all Industrial Relations support and document all behaviour as required.
- Represent the company in all matters both internally and at the CCMA where required.
HC Analytics and Reporting
- Collect and analyze HC data to identify trends and areas for improvement.
- Prepare reports on HC metrics, including turnover rates, headcount, and diversity initiatives.
- Provide insights and recommendations based on HC analytics to support decision-making.
- Compilation of relevant reporting and accurate record keeping.
- Ensure comprehensive and detailed exit interviews are conducted and termination notification being received.
- Ensure accurate reporting on exit information.
- Notification of termination to relevant stake holders.
Employee Engagement
- Support initiatives to enhance employee engagement and workplace culture.
- Conduct surveys and feedback sessions to assess employee satisfaction and morale.
- Coordinate annual climate survey and liaise with the external providers.
- Contribute to the planning and execution of employee engagement initiatives, fostering a positive workplace culture.
- Ensure that action plan based on survey results is put in place and monitored at all levels.
- Track progress on action plans through regular follow up surveys.
- Work together with the Human Capital Manager to develop and implement a group wellness plan for all staff.
Talent Acquisition and Retention
- Collaborate with department heads to develop accurate and inclusive job descriptions and specifications.
- Utilise various platforms to advertise job openings, ensuring a diverse applicant pool in conjunction with the talent acquisition team.
- Efficiently screen applications, and shortlisting candidates based on qualifications and experience.
- Assist in conducting interviews and assessments, ensuring a comprehensive selection process.
- Coordinate reference checks and background verifications for potential hires.
- Prepare employment contracts and take on documentation.
- Support the HC Manager in overseeing the induction and onboarding process for new employees.
- Inform the relevant departments of any new employees joining the company on Teams
- Complete and send the IT new user form to ensure equipment is arranged.
- Prepare the employee compliance forms and contracts.
- Ensure employment contracts; employee forms and employee files are up to date
Learning and Development
- Work in coordination with department heads to identify employee development needs and career progression opportunities.
- Liaise with Line Manager about training interventions that need to be scheduled.
- Compile and coordinate a training schedule advise management accordingly.
- Support the preparation of annual workforce plans and budget proposals in collaboration with the HC Manager.
- Collaborate with the Learning & Development Specialist to identify training needs and support the design of relevant programs.
- Ensure completion of training feedback documentation after each training intervention and provide feedback to relevant management.
- Update and maintain all training data and attendance register on a database monthly.
- Submit monthly reports on training activities and results.
- Ensure all new employees are equipped with all relevant needs, organize and schedule training.
- Assist with the compilation of training manuals & material.
- Ensure quality assurance of training and development.
- Arrange and schedule staff training sessions, workshops, and activities.
- Assist in coordinating and facilitating training sessions on topics such as HC policies, diversity and inclusion, and professional development.
- Encourage a culture of continuous learning and skill enhancement among employees in collaboration with the Learning & Development Specialist
Compliance and Risk Management
- Ensure compliance with labour laws, regulations, and company policies.
- Identify and mitigate HC-related risks and put proactive measures.
- Stay updated on industry trends and best practices in HC and ER.
- Ensure compliance to the following:
- Labour Relations Act
- Pension Fund Act
- SARS – EMP201 (PAYE, SDL and UIF) and EMP501 Submissions
- OID (Occupational Injuries and Diseases)
- WSP / ATR SETA Submissions
- Employment Equity Reporting
- Health and Safety Management and Adherence
- BEE
MINIMUM REQUIREMENTS
- Bachelor's degree in Human Resources, Business Administration and Psychology or a
- related field
- Honours degree in a related discipline.
- Minimum of 3 years’ experience in a HR Officer/ Specialist role covering full functions of Human Capital.
- Excellent problem-solving and conflict resolution abilities.
- Proficiency in Human Resources Information Systems and Microsoft Office Suite.
- Outstanding analytical, organisational, and problem-solving abilities.
- Excellent communication skills and a passion for people.
KNOWLEDGE AND SKILLS
- Knowledge of POPIA, FICA and FAIS
- HR systems knowledge
- MS Office Suite – Word & Excel
- Understanding and knowledge of the SA legislation (COIDA, BCEA, LRA, EEA, SDL, SDLA, UIF and their amendments)
- Understanding and knowledge of respective HR policies, procedures, and processes.
- Excellent problem-solving and conflict resolution abilities.
- Outstanding analytical, organisational, and problem-solving abilities.
- Excellent communication skills and a passion for people.
- Computer Literacy
- Time Management
- Attention to Detail
Closing date: 28/05/2024
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JOB PURPOSE
To provide sound expert legal advice on all legal, regulatory and compliance aspects for the organization to ensure that the interest of the organization are protected against all legal risks. This role contributes to management by identifying and mitigating legal risks across the business.
To provide accurate, expert, and specialised legal advice on legal and regulatory matters and be involved in the structuring and in line with the relevant and general practices, procedures, and regulations. This role will be a key point of contact on a day-to-day basis for the business team, and responsible for providing on the go pro-active legal advice, support, and risk management
JOB DESCRIPTION
Contract Management and Review of Legal Documents and Policies
- Draft and reviewing all contracts, and responsible for the Service Level Agreements (SLAs.
- Professional negotiation or vetting of contracts and SLAs and requirements to safeguard the rights and interests of MIFA.
- Assess and discuss the risk impacts of specific terms.
- Give legal advice on transactions or deals to be done, or transactions that have been concluded.
- Review, comment, and advise on legal due diligence.
- Negotiate the merits of specific clauses and changes to the agreements/contracts with customers, suppliers, and sub-contractors.
- Review and sign-off on all company policies to ensure compliance with applicable legislation.
- Maintain an updated record of all MIFA contract drafted, negotiated, reviewed, interpreted, an vetted.
- Safeguarding of the MIFA contracts and other legal records.
- Assist in structuring, negotiating, drafting, and vetting of legal agreements and documentation relating to standard agreements, transactions, and new products.
- Help to develop working structures and best practice guides for use within business.
- Address all probable risks by seeing to it that they are sufficiently addressed in legal agreements drafted.
- Consider, comment, draft, vet, negotiate and give advice on documents / agreements for the business including but not limited to term sheets, mandate letters, expressions of interest and letters of support, security documentation, guarantees and indemnities and primary lending facility documentation in respect of both bilateral and syndicated transactions.
- Provide advice on legality, the lawfulness and enforceability of agreements and documents.
- To take principal responsibility for drafting and periodically reviewing Standard Terms or template documentation, in particular to deal with legal risk trends and opportunities to prevent recurrence and to improve business performance and recoveries.
Management and Legal Risks
- Develop and maintain ways of work with other functional areas to ensure a coordinated approach in delivering business initiatives and requirements.
- Foster the use of business dashboards and reports that can be viewed by multiple stakeholders.
- Build understanding of legal issues, risks and obligations through advice, communications, and training.
- Provide legal inputs on correspondence of a legal technical nature and risk advisory services.
- Participate in the alignment of legal strategies to the operational framework defining and monitoring the deployment and manage and direct the implementation of legal systems and processes within MIFA
- Minimum maintenance of policies, processes, procedures, and governance structures in order to ensure compliance to controls and standards.
- Effective management of legal risk and continuously improve controls and efficiency of processes (consistent and proactive approach)
- Identify opportunities to develop new processes to strengthen the legal risk control framework.
- Develop processes and controls to monitor MIFA’s compliance to the PFA, fund rules and best business practices and to report management of potential breaches.
- Manage, evaluate and prioritise tasks in accordance with business needs.
- Communicate and distil legal concepts to the business function, ensuring that lessons learned are communicated both within and outside MIFA Legal team environment.
- Ensure effective and appropriate verbal and written communication of the legal policies to internal clients.
- Proactive monitoring of compliance to the legal risk control framework.
- Immediately report/escalate any breach of the legal risk control framework to the Risk,
Compliance and Legal Manager.
- Identification of risk events and accurate and clear reporting as per reporting/escalation line.
- Display knowledge of regulatory requirements including updates and changes.
- Develop system processes relating to PFA and FSCA and review them continuously. Litigation
- Pro-active management of legal action/litigation in a timely manner in the best interests of MIFA with due regard to costs and the reputation of the organisations
- In complex matters or where representation in court is required, brief the external legal advisors, and ensure that the scope and Terms of Reference are clearly articulated.
- Attend Court and any other Tribunal when required to do so.
- Provide and manage support with the review of pleadings and other court applications or processes and provide on-going instructions to the organisation attorneys
Dispute and Query Resolution
- Manage the dispute resolutions in accordance with the MIFA policies and the legislative framework.
- Attend to Court and where necessary, represent the employer at various dispute resolution mechanisms, e.g., the CCMA and participate in the forums when required with the aim of managing the MIFA Interests.
- Handle all whistle blow queries and give resolution timeously.
- Advise Section 14 and section 37D on regulation updates and assist in clarifying changes on regulations or act.
- Handle all escalated section 14 queries timeously.
- Review and advice on the correct interpretation and application of the relevant fund rules and legislation
- Check and monitor Pension Fund Act (PFA) or Financial Sector Conduct Authority (FSCA) control and reporting they are updated timeously.
- Ensure that all new cases are updated on the PFA and FSCA register.
- Review all ombudsman queries and resolve them timeously.
- Agree and manage the service level agreement with the principal’s office on all PFA, FSCA and member or employer representative.
- Assist Risk Department on cases of beneficiary fund and application of resolutions Stakeholder Management
- Provide adequate advice, quality opinions, proper support to internal stakeholders in a timely manner to minimize any actual or potential risk for MIFA.
- Keep abreast of changes in legislation to guide and educate internal stakeholders on the implications of the changes in legislations for MIFA.
- Serve on relevant bodies and structures when required.
- Establish and maintain constructive and effective internal and external relationships with all key stakeholders and partners to ensure achievement of business objectives.
- Provide legal advice on matters raised by internal stakeholders.
- To provide legally sound solutions to business challenges.
- Explain legal concepts, clauses in agreements and risks to internal clients.
- Manage external counsel were instructed on specific work.
- Represent MIFA on relevant industry forums and professional bodies where required.
- Attend external meetings with internal stakeholders, such as meetings with suppliers of MIFA or attorneys of such MIFA suppliers.
- Build relationships with key senior stakeholders within the legal and business functions across MIFA and become a trusted advisor
MINIMUM REQUIREMENTS
- An LLB
- Admitted Attorney or Advocate
- CCMA Commissioners Course will be an advantage
- At least 8 years of post-admission experience
- Experience in Case Management and Litigation
- Experience in conducting legal research and documents and present findings to a diverse audience
KNOWLEDGE AND SKILLS
- Good professional record and reputation of providing good legal advice at the highest organisational levels, including legal support/advise to the Board and Board Committees
- Good planning and organisation skills and a proven ability to delicately solve sensitive matters
- Knowledge of PAIA, POPI and other relevant legislation.
- Drafting of legal documents
- Sound knowledge of risk management
- Litigation, arbitration, and mediation processes
- Maintaining confidentiality
- Organisational skills
- Analytical and report writing skills
- Ability to prioritize matters and accommodate relevant turnaround times
Closing date: 21/05/2024
Applications received after the closing date will not be considered, and if you don’t hear from us, within 2 weeks after the closing date, kindly consider your application as being unsuccessful.
Send your CV to [email protected]
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