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Bushveld Minerals Limited is a low-cost, vertically integrated primary vanadium producer with a diversified vanadium product portfolio, currently supplying approximately 3,000 mtVpa of the global vanadium market with plans to grow its production to more than 8,400 mtV within the next 5 years.
About the role
The purpose of this role is to contribute to the success of employees and learners by developing quality and relevant learning initiatives. Design, implement, coordinate, and facilitate learning and development solutions and events. Supports the workforce in acquiring knowledge, skills, and abilities required for effective job performance.
Key responsibilities
Learning and Development
Develop annual training objectives in consultation with function Managers.
Implement and monitor training plan.
Prioritise training in line with the operational needs.
Manage the skills audits for the Group.
Initiate appropriate training programs to address the skills gaps.
Align training with the objectives of the organisation.
Source accredited service providers and negotiate prices.
Implement training and the appropriate measures to evaluate training.
Engage with relevant SETAs in all aspects of training like AET, soft skills, process, technical, and safety training etc.
Responsible for the submission the Annual Training reports and Work Skills Plans to the relevant SETAs.
Responsible for monthly L&D reporting.
Together with SHEQ ensure that the necessary Safety training takes place and update safety training accordingly.
Responsible for ensuring adequate resources and budgeting in the L&D function.
Responsible for bursary and study financing administration.
Responsible for ensuring compliance with all the relevant legislation.
Chair the Skills Development Committee.
Champion the culture of learning in the organisation.
Coordinate apprentices and all employees on learnership programs including internships.
Develop and improve training material.
Establish good relations with both internal and external stakeholders.
Keep abreast with developments in training and best practices.
Benchmark training with industry standards.
People management
Ensure that direct reports are implementing training.
Capacitate and develop direct reports.
Monitor the performance of the direct reports.
About you
Relevant Postgraduate Degree.
Affiliation with L&D professional body(s).
Training and Development Certification.
Minimum 10 years’ experience in Learning and Development of which 5 years must be at a Management level.
Must have at least 5 years’ experience in mining.
Proven experience designing, developing and supporting organization-wide L&D programs.
Understanding of labour legislation.
Excellent verbal and written communication skills.
Please note the following
Preference will be given to EE candidates. Only applications from candidates who meet the minimum qualifications will be considered. Correspondence will only be entered with candidates who have been short-listed. If you have not received a reply within 2 weeks of the closing date, please consider your application as unsuccessful.
About the role
The Principal HR Business Partner is a leadership role within the human resources structure, contributing to establishing, leading and maintaining a well-functioning HR department that renders a quality service and support through implementation, management and maintenance of various HR functions and processes. Responsibilities include advising management and also having a consultative focus to lead the function towards industry best practices and to integrate the HR function outputs with the work of other functions in the organisation. The ultimate goal is to enhance human capability, contributing to overall business effectiveness.
Key responsibilities
Support & guidance
Provide advice and information to management and employees on workplace policies and procedures, staff performance and disciplinary matters.
Recruitment and labour budget management
Obtain input from line and senior managers from various disciplines and deliver recruitment services to them.
Perform manpower planning for all departments.
Ensure labour availability to the required standards. Monitor labour turnover. Consider changes in skills requirements.
Advise management on, and provide information to departments and employees on, current job vacancies in the organization to job seekers.
Ensure an effective recruitment and selection function – advertising vacancies, interviewing, testing applicants; selection of staff; arranging induction; and providing information on conditions of service/salaries/development opportunities.
Ensure labour is budgeted in accordance with approved budget. Align all recruitment to the labour budget.
Align manpower planning with Employment Equity/Social Labour Plan/Mining Charter targets.
Ensure placements are substantively and procedurally fair as per required labour legislation.
Ensure effective engagement and exit processes.
Employee relations
Ensure legal compliance and keep up with ER trends in the business area.
Represent the Company in disciplinary/grievance hearings and conciliation/ arbitration cases at the CCMA as and when required.
Provide advice to management, departments, chairpersons and employees with regards to employee relations and disciplinary processes.
Support the HR Manager with ensuring sound labour relations throughout the unit/departments through proactive engagement with the workforce and trade unions.
Monitor HR and organisational climate.
Ensure HR department has conductive relationships with employees.
Monitor potential conflict situations and pro-actively handle such situations.
Implement teambuilding initiatives when required.
Provide counselling and consulting services if/when required.
Be involved with undertaking of negotiations on terms and conditions of employment, and examining and resolving disputes and grievances.
Develop, plan and formulate agreements as and when required, and implement.
Direct the formation of workplace consultative committees and employee participation initiatives when required.
Performance and talent management
Direct, implement and maintain effective performance and talent management initiatives, systems and processes for all departments.
Develop and maintain succession plans.
Provide advice to management and departments with regards to performance and talent management processes – including leadership and general development/mentoring/coaching. Direct such initiatives as and when required.
Manage career development in the Company.
Profile jobs.
Manage the conduct of psychometric assessments for recruitment and development purposes when required.
Policies and procedures
Advise and support management and departments on human resources strategies, policies and procedures.
Ensure all HR activities comply with the relevant legislation. Study and interpret legislation, collective agreements, employment contracts, wage systems, etc.
Ensure the fair and consistent application of HR policies and procedures throughout all departments.
Design and change policies and procedures where the need exists.
Strategic direction and organisational development
Provide strategic direction. Implement strategic HR.
Organisational development: Identify challenges/gaps/problems and provide solutions/change initiatives.
Monitor HR and organisational climate and culture. Implement change initiatives accordingly.
Perform grading exercises, benchmarking initiatives and remuneration exercises as and when required.
Conduct HR Planning – including Social Labour Plan; Mining Charter; Employment Equity Plan; budget compliance; manpower planning; problem identification; etc.
Ensure allocation of resources.
Targets
Ensure Employment Equity/Mining Charter/SLP targets are achieved as per KPI’s. Advise management accordingly.
Record keeping
Ensure maintenance of personnel records and associated human resource information systems.
Payroll and employee benefits
Ensure accurate and efficient verification, preparation and submission of all payroll documentation. Ensure payroll documentation is processed by the Payroll Administrator and authorized in terms of the Company policy.
Training
Align HR functions to the training functions (e.g. referring employees for ABET; identifying and submitting training needs information; recruiting and selecting apprentices/bursars/intern; etc.)
If required, design and prepare training material for internal training events.
Personnel management
Manage team member(s) and manage the performance.
Act as mentor to HR personnel.
Ensure effective discipline and compliance with the disciplinary code.
Monitor clocking. Ensure relevant payroll matters and queries are handled.
Ensure the team has clear expectations and schedules to work according to.
Build competencies through support, on-the-job coaching and participation in training and development initiatives.
Reporting
Compile statistics and reports (incl. monthly HR/IR reports; monthly budget variance report; SLP reports; Mining Charter reports; etc.). Advise management with regards to targets/goals and applicable data.
Ensure data is collected, interpreted, consolidated and reported to enable line function to make informed decisions (e.g. FTC contract expiries; absenteeism; etc.).
Monitor compliance to corporate governance and legal compliance.
General
Perform all duties instructed/required by supervisor/manager which might not be related to job functions – provided that it is safe to do so.
Ensure adherence to health, safety and security regulations.
Ensure that good housekeeping is maintained.
About you
Degree in Human Resources or Industrial Psychology.
8 to 10 years’ experience in Human Resources Management, of which 5 years must be in a management role.
At least 5 years’ experience in the mining industry.
Ten years’ experience in an HR generalist position.
Computer literacy (MS Office Suite).
Driver’s license and own transport.
Advanced Labour Law diploma.
Registered Psychometrist or Industrial Psychologist.
A post graduate qualification related to Human Resources or Industrial Psychology.
Please note the following
Preference will be given to EE candidates. Only applications from candidates who meet the minimum qualifications will be considered. Correspondence will only be entered with candidates who have been short-listed. If you have not received a reply within 2 weeks of the closing date, please consider your application as unsuccessful.
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