We are the only company in South Africa that partners with the South African Reserve Bank to collect all new banknotes and coins for distribution. We work closely with our four shareholding banks and customers Absa Group Limited, First National Bank, the Standard Bank of South Africa Limited and Nedbank Limited. We use the latest technology to count and ...
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Conduct work study on SBV processes and tasks
- Observe current operational processes at centres
- Conduct time studies at centres of tasks with the process
- Perform benchmarks within the group for all centres
- Perform benchmarks within the cash supply chain industry
- Interrogate the time study data against available systems data
- Investigate abnormalities and make the necessary correctio
Collate work study data into common tasks and processes
- Prepare work/time study MIS
- Present the work/time study results to the senior Process Engineer and address queries
- Identify and define tasks pertaining to service failure and rework
Support costing & pricing of new products and customers
- Conduct simulated process of a real life scenario on new products and customers
Determine productivity KPI’s at centres
- Perform productivity benchmarks across all centres
- Identify areas of waste within the centres and compile a report
- Identify underutilisation of SBV facilities, infrastructure and resources
Reporting
- Produce and circulate process reports to relevant stakeholders
Responsible for documentation and archiving of methodologies, procedures and policies that are applied to process analysis
- Adherence to Process Architecture and quality standards of process designs. Confirm that the process architecture library is up to date and correct
Drive process improvements in the cash value chain
- Conduct business process improvement initiatives aimed at improving efficiencies and effectiveness of operations by liaising and advising managers
- Identify the scope and life cycle of business processes within area of responsibility taking into account the SBV standards. Certify that processes and procedures as well as systems design are integrated into a single business solution
- Apply scientific and business inputs to refine and re-engineer as-is business process as well as newly to-be refined processes into best scenario to-be processes
- Facilitate and integrate process designs, improvements and maintenance amongst role-players and effectively network with all stakeholders
- Apply various applicable Industrial and System Engineering principles in process constraints and opportunity identifications as well as solutioning
- Define process performance criteria and requirements in terms of time, cost, resources
- Act as a coach to line managers and other process custodians regarding process re-engineering and improvement methodologies and principles
- Perform business impact analysis
- Liaise with line managers on changes that are imposed on the current operational environment
- Apply basic and advance methodologies to identify bottom line and economic profit enhancement opportunities, where it relates to cost efficiencies or income enhancements
- Deliver project objectives to achieve desired quality and impact within the time period planned and within the approved budget
- Manage and co-ordinate the implementation of enhancement efforts and change initiatives
- Interact and attend meetings to confirm major change and small enhancement impacts are pro-actively identified
- Provide input into test policy and procedural manuals, job aids and quick references to verify logic and support to the changes
Provide leadership to employees within the organisation, creating a winning culture and high morale Lead as an Ambassador and executor of Change
- Act as a change management architect in periods of change to ensure continuity to operations
- Manage the integration of CIT and Processing into a seamless end to end solution for customers
- Effectively communicate and embed new processes and procedures as they occur addressing or escalating matters / concerns to the SME’s (subject matter experts) when required
- Facilitate the necessary presentations, workshops or forums in order to ensure consistent and accurate communication is given across one’s centre/s
People Management
- Provide leadership to employees within SBV
- Creates a conducive environment which translates into productivity and high morale within SBV
- Inspire one’s team to deliver on key performance areas
- Adhere to legislative requirements and Group policies and procedures
- Leading the focus on talent to instil value creation for high value contributors
- Manage one’s headcount in alignment with the principles and policies of SBV on a monthly basis. Inclusive of notifying HR of team cancellations, new business and new initiatives with the relevant documentation /approvals
- Preside over disciplinary hearings on behalf of SBV in alignment with statutory requirements and the policies & procedures of SBV
- Lead and manage the Talent Management Process within one’s centre / s
- Lead and manage the end to end performance management process of employees
- Adhere to legislative requirements, company policies and procedures in respect of employment Health and safety practices
- Manage overtime / illegal overtime of one’s centre/s through proper planning and staff rotation inclusive of driving the time and attendance system within one’s centre/s
- Responsible for employees to undergo the relevant training inclusive of any mandatory refreshers in conjunction with the Training Academy
- Draft and execute training plans in conjunction with the Training Academy
Drive the organisation culture
- Drive the department’s values while inspiring confidence and generating excitement, enthusiasm and commitment towards the mission
- Drive Transformation and BBB-EE initiatives to ensure sustainable alignment to the company scorecard
- Provide leadership to employees within the organisation, creating a winning culture and high morale
- Initiate and lead a culture of performance driven output through shared purpose vision and values
Requirements
Work Experience and Qualification Requirements
- 3 years’ experience in work study including time and motion studies in an operational environment of which;
- 2 years in scientific methodologies associated with efficiency improvements
- Experience in cost accounting, and activity-based costing (advantageous)
- 3-year Industrial Engineering Degree
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Provide efficient and accurate HR administration to one’s centre
- Responsible for creating, maintaining and updating the personnel record system manual and electronic (HRIS) for record and audit purposes by updating records accordingly and filing documentation as per legislative and company requirements and information
- Track and monitor the registration of personnel on the medical aid and the administration for completeness of all applications. Follow up on all queries through to resolution
- Administer and provide information for the following in accordance with company and legislative standard including but not limited to:
- External claim documentation and processes including but not limited to:
- IOD
- Death
- Disability ICAS referrals
- Internal Documentation including but not limited to :
- Relevant job profile signed, uploaded and filed.
- Relevant PPA signed, uploaded and filed.
- Engagement forms
- Termination forms
- Provident Fund
- Safrican
- Spouse insurance
- Bonus Provision
- Acknowledgement of Debts
- Leave forms and supporting docs
- Maintain confidentiality of information and documentation at all times in accordance with company and legislative standards and policies
- Administer all transactional admin as per mandate (engagements, terminations, internal transfers etc) for one’s Centre
- Resolve queries relating to employee benefits and payslips timeously
Responsible for consolidating, compiling and communicating value added MIS and HR reporting to relevant stakeholders
- Compile, verify and submit value added HR management information reports to the relevant
- Engage with relevant stakeholders (Regional HRBP, Centre Management, Finance business partners) including but not limited to:
- Weekly Vacancy Tracker
- Trend analysis on Performance appraisals
- End to end leave management
- Overtime management
- Complement and discrepancies
- Updated staff list to training
- Payroll discrepancies
- IR stats (warnings, grievances)
- Attrition
- Organograms
- Transformation (EAP targets, transformation committee concerns)
- Ad hoc
Responsible for facilitating, analysing and controlling the leave management process
- Responsible for the leave management within one’s Centre/s including but not limited to:
- Accuracy and completeness of data (applicable notes, leave allocations etc.)
- Leave records are maintained and filed
- Leave liability reduction
- Monitoring employee balances to guarantee statutory leave is taken (Leave planning)
- Approval cycles
- Monitor trends of employees and make the necessary recommendations to the Line Manager and Employee Wellness / IR if applicable as well as absenteeism but not limited to
- Effective and timeous resolution of queries related to leave (leave allocations, balances, entitlements, approval cycles etc.,)
Facilitate the delivery and execution of projects and initiatives
- Successful execution of all projects and initiatives in accordance with the relevant roll out plan
- Drive the change process and take responsibility and accountability within one’s Centre/s in order to maintain a seamless integration and support whilst, providing feedback to the Regional HRBP and Line
- Support and drive transformation initiatives of the company
Provide efficient recruitment, selection and orientation services within ones Centre in order to meet operational requirements
- Comply with SBV’s legislative standards, policies and procedures.
- Complete the recruitment and selection process for all positions (Contract and Perm) within one’s Centre/s up to and including JG 11:
- Draft interview guides as required, submitting to the Regional HRBP for standardization and final approval before use
- Assist the Centre to meet transformation targets (EAP).
- Draft and obtain Non-EE motivations
- Sit in on the Transformation Committee meetings as a representative of HRVerify that the EE Plan is displayed within the Centre/s.
- Update profiles with cosmetic changes to assist with its relevance at all times
- Execute and drive on mass recruitment projects to achieve set targets and provide updates to Line
- Responsible to maintain a database for one’s Centre/s
- Conduct company orientation with new employees in accordance with SBV’s legislative standards, policies and procedures
- Conduct all exit interviews and identify problem areas for job grades up to and including JG 11. Provide feedback to Line Manager and Regional HRBP
Maintain, monitor and manage the headcount within one’s area of responsibility
- Verify complement on a bi-weekly and monthly audit basis. Escalate any discrepancies to Regional HRBP for the full Centre
- Documented monthly meetings with Line Manager to manage complement in order to meet operational requirements
Coordinate and drive the performance management process within one’s Centre of responsibility
- Drive the performance appraisal process end to end
- Submit the complete file to Regional HRBP
- Conduct trend analysis on the scores provided for one’s Centre/s under one’s scope of responsibility and submit the final report to the Regional HRBP for review
- File Performance Plan Agreement and Self-assessment forms in accordance with the policy for record keeping and load them on the system within the agreed timeframe
- Liaise with the ER department and Regional HRBP with regards to matters of employee relations on performance counselling matters.
- Provide Line Manager with basic guidance in terms of performance management (poor performance, process, etc.).
- Drive Talent Management within one’s Centre /s and safeguard that best practices are followed in accordance with the talent framework
Manage the maintenance and upkeep of the Kronos system
- Responsible for the completeness and accuracy of timecards on Kronos for respective Centre/s in accordance with SBV’s legislative standards, policies and procedures.
- Audit pay rules in conjunction with employment contract and escalate discrepancies
- Adhere to Kronos deadlines for sign-off on timecards
Enroll new employees on the Kronos system
- Engage with Lines of Authority (HOD’s, CPO’s, Line Managers)
- Regular meetings with Line and Shop Stewards to accomplish alignment from an HR and Business point of view
- Provide documented feedback to the HRBP regarding any HR aspects
Employee Wellness
- Support the employee wellness department with initiatives as and when required
- Do formal ICAS Referrals and regular follow-ups with ICAS in respect of progress.
Assist the ER department with implementation of initiatives where required
- Drive the organisation culture within one’s centre (include on all profiles)
- Drive the department’s values while inspiring confidence and generating excitement, enthusiasm and commitment towards the mission.
- Serve as a leader of the culture program driving the desired behaviours and encouraging employee engagement
- Create and implement strategies in collaboration with Change Management & HR to evaluate and maintain employee satisfaction
- Drive Transformation and BBB-EE initiatives to ensure sustainable alignment to the company scorecard
Provide leadership to employees within the organisation, creating a winning culture and high morale
- Lead as an Ambassador and executor of Change (Include on all profiles)
- Act as a change management architect in periods of change to ensure continuity to operations
- Manage the integration of CIT and Processing into a seamless end to end solution for customers
- Effectively communicate and embed new processes and procedures as they occur addressing or escalating matters / concerns to the SME’s (subject matter experts) when required
- Facilitate the necessary presentations, workshops or forums in order to ensure consistent and accurate communication is given across one’s centre/s
Minimum
Requirements
Work experience:
- Internal: Studying towards an HR Degree / Diploma: 3 years experience working within HR
- External: 1 year experience as an HR Generalist
Education:
Internal:
- Studying towards a 3 year HR Diploma/Degree with 3 years¡¦ experience working in the HR function
External:
- HR Degree / 3 year HR Diploma; 3 years¡¦ experience as HR generalist of which 1 year experience should be in Recruitment.
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